Relationship Executive (Northern Ireland)

• Pay transparency 25 / 25 A published salary range, worth more than any other single factor because it is what a candidate cannot find out without applying.
• Freshness 15 / 15 How recently it was posted. Older postings are likelier to be filled or abandoned.
• Remote clarity 15 / 15 Whether "remote" means anywhere, or is quietly restricted to one country.
• Role specificity 10 / 10 Whether the listing is tagged well enough to tell what the role actually is.
• Corroboration 5 / 10 Whether more than one source carries this listing.
• Description depth 2 / 20 How much the posting actually says about the work, measured in characters of real text.

-10 Ghost-job penalty — Deducted for signals that this posting may not be a real, currently-open role — staleness, repeated relisting, or talent-pool language.

Every figure above is arithmetic over the posting itself — its salary field, its text, its age, its tags and how many sources carry it. How the grades work →