ReqSentry | The Job Posting Audit
Somebody is auditing your job postings. It should be you.
Regulators, plaintiffs' attorneys, and candidates read your live postings differently than your recruiter wrote them. ReqSentry reads them the same way, then hands TA the exposure in dollars and what to fix first.
Free sample check for TA leaders at multi-state employers. Send your careers site URL, get a short read of your own postings within a few days. No login, no ATS access, nothing to buy.
Legal owns the law. TA owns the postings.
Thirteen states, Washington DC, and a growing list of cities require a pay range in the ad. They do not agree on what goes with it.
Your ATS can't customize for each requirement. It gives you a pay field and a template, and leaves the state logic to you: a matrix somebody built, conditional fields somebody maintains, a workaround IT put in two years ago. Those hold until a recruiter clones an old req, or a remote role reaches a state nobody mapped.
In the audits so far, the gap traced to that setup more often than to how anyone wrote. Fix it once at the source and the whole set clears. That is a decision, not a click, and the report hands it to you with the evidence.
What nobody inside is checking
Your ATS stores the fields. Legal reviewed the template once. Neither reads what actually published, or what the application asks. The audit does, four ways.
Every posting, not just pay
Fair chance, work authorization, discriminatory language, driver's licenses, stale and duplicate postings, copy. The full list is below.
The application itself
I go through the application on a sample of your roles, without ever submitting. Graduation dates asked too early, salary-history questions, criminal-history questions before an offer. None of it shows on the posting.
Judgment where the rules collide
San Francisco requires a fair-chance statement in the ad. New York City generally prohibits it before an offer. One template for both gets a city wrong. A person flags the call.
A dollar on it
Statutory maximum penalty exposure, from each state's own schedule and your actual count of affected postings. For prioritizing, not forecasting; what attaches is counsel's call.
What recent audits found
How it works
01
Sample Check
Send your careers site URL. I read a handful of live postings, weighted toward the strictest states, and send a short report within days. It is yours to use, whether or not you go further.
02
Job Posting Audit
A twenty-minute scoping call; you have the price before it ends. Then every live posting, a sample of the applications, and a report: exposure in dollars, every finding with its owner and citation, the questions for counsel, what to fix first. One to two weeks.
03
Coming Soon: Monitoring
The same checks run daily on the job feed you already publish. When a new or changed posting has an issue, you get an alert. Built with a few design partners. Ask on the sample request.
What the audit checks
Why trust the audit
Every finding is traceable to the req ID and the exact text that triggered it. A deterministic validation layer drops false positives before anything is reported, and I review the report before it reaches you. No automated tool catches every format, which is why you will never see an accuracy percentage from me.
Findings come in four grades.
No two employers audited so far had the same problem. Different ATS, different setup, different way of solving pay transparency. The audit reads what your company actually publishes, not a list of what companies usually get wrong. One large medical device maker came back clean on every check above, and the report said so.
ReqSentry surfaces facts and questions, never a legal opinion. The rule set is research-derived and kept current with employment counsel. No one can certify a checklist against laws that keep changing, which is why the watch is ongoing.
Who calls and when
A new law takes effect in a state they hire in. A peer gets sued. Hiring opens in three new states. A new head of TA is thirty days in and wants to know what she inherited. A funding round puts posting cleanup on the diligence list.
The caller is usually a TA ops lead or head of TA at a multi-state employer with dozens of live roles. If you own the careers site instead, the copy and stale-posting findings are yours, kept separate in the report. If you have eight postings in one state, read them yourself this afternoon.
Who does the audit
Julia Levy ran global talent acquisition inside the Fortune 500 for 25 years, Head of TA at two of them. At her largest, the function she led ran the system behind 100,000+ hires a year and the most complex was hiring in 120+ countries. She wrote the pay-transparency workarounds, inherited the old templates, and got the letter. Now she reads other companies' postings the way that letter's author did, and tells TA what to fix first.
Before you send your url
Is this legal advice?
No. Facts, affected postings, citations, and the questions worth taking to your own counsel. Never a legal opinion, never an asserted violation.
Our ATS has a pay-transparency feature, and Legal reviewed the template.
The ATS stores the field; it does not check whether the recruiter used it or whether the state's extra elements are there. Legal reviewed the template once, and it has been copied since. The audit reads what actually published.
What does it cost?
The sample check is free. The audit is a fixed fee based on live postings and states. The scoping call is twenty minutes and you will have the number before it ends.
Can our counsel commission this instead?
Yes. Say so on the scoping call and the report is delivered to them. Findings are confidential either way and never shared.
What happens to the test applications?
Nothing enters your applicant pool. I go through the application for a sample of roles up to the point of submitting, and never submit. Any candidate account the system makes me create, I delete afterward. Nothing lands in your ATS or your applicant and EEO reporting.
Send me your careers site. I read a cross-section of your live postings and send back what is exposed, what is clean, and what I could not tell from the outside.
A few days, no login, no ATS access, nothing to buy. The optional fields save us an email; skip them if you like.