Skip to main content

Hiring experience grader

How healthy is your hiring experience?

Candidates judge you before they apply: in Google, in an AI assistant’s answer, on the phone in their hand. Put in your careers site and see what they see, scored out of 100, with what to fix first.

Leave it blank and we’ll find one, the way a candidate would.

Free, and nothing to sign up for. We read your site the way search engines and AI assistants do, try it on a phone, and hold it up against your main site. It takes about a minute.

Hiring experience score

We couldn’t get in

So there is nothing to score, and we would rather show you nothing than half a grade. An inploi specialist can review it by hand instead: the same six areas, checked the way a candidate meets them, sent to your inbox.

Or let our grader in: ask your web team to allow visits that identify as inploi-grader, then .

–out of 100

Not graded yet

Put in your careers site to grade it. Six questions a candidate would ask, answered from your own site.

Read from your site as it is served, tried on a phone, set beside your main site, and your answers. A grade is kept for a day so a second look is instant. How we score.

Full report

Every fix, in order

Free for your work email. What to change first, why it matters to candidates, and who can help.

Method

How we score

Six areas, each scored out of 100. The headline is the average of the areas we could score.

Is it discoverable? Discoverable
Whether Google can list your job in its job search: JobPosting data on the job page with the fields Google requires, pay, a closing date and contract type, whether the job is current, and whether the job and careers pages can be indexed. Plus a title that says who is hiring, real links and jobs in a sitemap.
Your careers page, a job page, robots.txt and your sitemap, read as served.
Is it AI ready? AI ready
Whether the crawlers behind search and AI answers are let in (Google, Bing and Copilot, ChatGPT search, ChatGPT, Perplexity and Claude), whether the words are in the page before JavaScript runs, whether your pages answer what candidates ask an assistant (pay, hours, benefits, where, what happens next), who you are in machine-readable form, a description, and an llms.txt.
robots.txt, llms.txt and your pages, read without running JavaScript, as most AI crawlers read them, then compared with the page once its script has run.
Is it fast and mobile? Fast and mobile
The three Core Web Vitals on a phone: how fast the main content appears, how long the page is too busy to respond, and how much it jumps. Plus page weight, image formats, whether it fits the screen, text size, and how much of the first screen pop-ups cover.
Your careers page, loaded on an emulated mid-range Android phone over 4G in Cloudflare Browser Run, measured with the browser’s own timings. A lab run, so real visitors will differ a little either way.
Does it convert? Converts
How long applying takes on a phone, an account before applying, a CV up front, whether Apply leaves your site, whether Apply is on the first screen, and whether the pay is on the job.
Your answers, and the job page on the phone: where its Apply link goes, where it sits, and whether it states pay.
Is it open to everyone? Open to everyone
Barriers for people who use screen readers (image descriptions, labels, names, structure), who have low vision (contrast, zoom), who use a keyboard or need bigger tap targets, and the page’s language.
axe-core, the open-source accessibility engine, run against WCAG 2.2 A and AA on your careers and job pages once they have loaded on the phone.
Does it feel like your brand? Feels like your brand
Whether your careers site looks, sounds and performs like your main site: the same look and typefaces, the same voice, the same speed, kept as current, and linked from your main site’s home page.
Your main site, found from your careers site and loaded on the same phone. Speed, type and links are measured; the look and voice are judged by an AI model (Workers AI) shown both first screens side by side.

Each check passes, needs work (a third of the marks) or fails, and an area is the weighted average of its checks. Core Web Vitals use Google’s published thresholds: content within 2.5 seconds, a response to a tap within 200 milliseconds, and layout shift under 0.1. A job page needs 150 words in its own code to count as readable.

80 and over is healthy, 50 to 79 needs work, and under 50 is lagging. Fixes are ranked by how much each would lift your headline score on its own.

What this does not check

We read one careers page and one job page, not your whole site, and your main site’s home page. We don’t fill in your application form, so how long it takes and what it asks come from your answers. Google decides what its job search shows; we check the data it needs. Automated accessibility tests find many barriers, not all of them. A site behind strict bot protection may turn our grader away; we say so when it does.

Your site is read and loaded by inploi’s grader on Cloudflare (Browser Run and Workers AI), which identifies itself as inploi-grader. Accessibility is tested with axe-core. Google for Jobs follows Google’s job posting guidelines. A grade is kept for a day so a second look is instant; your answers stay in this page’s address until you ask for the report. See our Privacy Policy.