Talentify Job Ad Hub

By Talentify.io

Overview

Talentify Job Advertising Hub gives employers, recruiters and HR teams three read-only tools in Claude, with no account or login. Job posting rules: give a US state, a covered US city or a Canadian province and get the job-posting rules in the rule pack that apply there, including pay-transparency and salary-range rules, minimum wage, equal-opportunity statements for federal contractors, and posting notices such as Ontario's AI and vacancy disclosures or Québec's French-language rules. Each rule has its plain requirement, dates in force and a source link. Every answer lists what is not covered, such as city minimum wages and rules outside the job ad. Posting competitiveness: give a job posting and its work location. Your assistant picks the occupation from the job title (shown, so you can correct it) and reviews the title, requirements and missing details itself; the tool places the stated pay against published government wage data for the state or province. Hiring funnel diagnosis: paste counts per stage, and optionally per source, stage waiting times and a hiring target. The tool calculates stage-to-stage conversion, the steepest drop compared with your own other steps, source comparison, the slowest stage and the pace needed to reach the target. It uses only your numbers and no industry benchmark. Privacy: no contact details are collected. The posting text stays with your assistant; the competitiveness check receives only the pay, an occupation code and the location. Funnel numbers are processed in memory and not stored. Only anonymous usage counts are kept. Information only, not legal advice. Coverage is the US and Canada.

Tools

check_job_posting_competitiveness

Claude

Use this when someone asks whether a job posting's pay, job title or requirements are competitive, or why a job gets views but few applicants — e.g. "is $18 an hour enough for a CNA in Ohio", "why is nobody applying to my warehouse job", "is this job title clear". Choose occupationCode yourself from the job title: a SOC 2018 detailed code such as 53-3051 for a US job, or a NOC 2021 code such as 73300 for a Canadian job. Pass the stated pay verbatim and the work location (US state or Canadian province). The result is public wage data for that occupation and place, where the stated pay sits in it, and a checklist; write your own review of the posting's title, requirements and details with that checklist, since the posting text is not sent to this tool. Do not use for salary negotiation for an individual, or for jobs outside the US and Canada.

diagnose_hiring_funnel

Claude

Use this when someone shares hiring-funnel numbers and asks where candidates drop off, which source works best, or whether they will hit a hiring target — e.g. "we get 2,000 applicants but only 10 hires, where is the bottleneck", "will we hire 200 drivers by March". Pass the counts per stage (views, apply_starts, applications, screened, interviewed, offered, accepted, hired, in that order, at least two); counts per source and median days per stage are optional, and so is a target (count and date). The result is the conversion between each step, the steepest drop compared with the caller's own other steps (there is no industry benchmark behind it), source comparisons, the longest wait, and a straight-line pace against the target. Do not use for evaluating individual candidates.

get_job_posting_rules

Claude

Use this when someone asks which rules a job posting or job ad must follow for a job in a US state, a covered US city or a Canadian province — pay-transparency and salary-range rules, minimum wage, equal-opportunity statements (Section 503, VEVRAA), and posting notices such as Ontario's AI and vacancy disclosures or Québec's French-language rules. E.g. "do I need to post a salary range in New York", "what's the minimum wage for a job posting in Florida", "job ad rules in Ontario". Pass the ISO country code and, for the US and Canada, the ISO 3166-2 region (e.g. US-CO, CA-ON). Any other country returns a plain "not covered" answer with no rules. Do not use for employment contracts, interview or hiring decisions, or workplace policies.

Links

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