Job Post Guard

The problem

One defective job description template can multiply into hundreds of non-compliant live ads, creating massive per-applicant statutory damage exposure. Recruiters often miss subtle discriminatory language, missing pay ranges, or hidden AI-disclosure requirements that trigger regulatory audits.

What it does

• Identifies missing good-faith salary ranges and benefit descriptions required by US state and EU pay transparency laws.
• Flags unlawful pre-offer inquiries regarding salary history, age, criminal background, and citizenship status.
• Detects age, gender, and ability-coded language that shrinks applicant pools and increases litigation risk.
• Audits mandatory disclosures for AI-automated employment decision tools (AEDT) across jurisdictions like NYC and Illinois.
• Maps remote role language to applicable jurisdictional rules to determine exact compliance reach.

Frameworks & tools

Uses a custom Python-based scanner for .docx, .html, and .md files, cross-referencing a localized risk lexicon and jurisdictional rule set.

Why this beats prompting it yourself

General-purpose LLMs often guess at fast-moving employment laws or invent plausible but fake salary ranges. This skill uses a mechanical checklist and jurisdiction-specific rule sets to ensure every clause is audited against actual statutory requirements, not just vibe-checked for "professionalism."

Use cases

• Reviewing a "Remote - US" job ad to ensure it meets conflicting state-level pay transparency mandates.
• Auditing high-volume requisition templates for coded bias before they are cloned across a department.
• Validating that new AI-screening disclosures meet specific local notice and audit requirements.
• Modernizing legacy job descriptions to remove "requirement inflation" and school-prestige barriers.

Known limitations

Does not provide legal advice or attorney-client privilege. Does not perform market salary benchmarking or verify the employer's internal compensation data.