A 0–100 read on whether a live posting is worth your time to apply to. Higher = more worth it.
“Good jobs only” is our editorial mission, not a promise about every listing. Our whole reason for existing is to filter out the junk — ghosted, stale, lowball, and sketchy postings — and surface the ones we think are more worth your time. That’s our thesis and our brand. It is not a guarantee that every job we show is a “good job,” that every listing is genuine or still open, or that any company is a good place to work. A job with a high Worth Score can still turn out to be a bad job at a bad company. Always do your own research before applying or accepting an offer.
The Worth Score is an algorithmic opinion based on disclosed criteria. It is a 0–100 number our software calculates from public information using a published methodology (pay relative to similar postings, how recently the posting appeared, whether it’s still live on the employer’s own board, repost patterns, and hiring activity — detailed below). It is our opinion, not a fact, not a rating endorsed by any employer, and not a guarantee, vetting, certification, or background check. We do not interview employers or employees, inspect workplaces, or independently confirm pay, culture, or management quality. The Worth Score deliberately does not measure manager quality, work-life balance, or company culture — those still need your own judgment.
A high score is not an endorsement; a low score is not a warning to avoid. Scores rank postings against each other on the disclosed criteria only. Reasonable people will weigh these factors differently. Treat the score as one input among many.
We are independent. GoodJobsOnly and the Worth Score are independent and not affiliated with, endorsed by, or sponsored by any other company, job site, or scoring product.
Pay figures and ranges are estimates from posted data, not offers or guarantees. They reflect what employers posted (or what our methodology infers from it) at the time we last saw the listing — not a guarantee of what any employer will pay you. Cash compensation only; equity, bonuses, and benefits are generally not included. Verify any number directly with the employer.
“Live” / “still open” means when we last checked, not a guarantee. We re-check postings against the employer’s own job board and drop stale ones, but listings can be paused, filled, or removed at any time, and some boards we can’t re-check perfectly. We don’t guarantee that any listing is currently open, genuine, or accepting applications. Apply links go to the employer’s own site; we don’t control them.
Company layoff, WARN, and funding flags are dated public records — not our verdict on the company. When we show that a company filed a layoff/WARN notice or a funding filing, we are reporting a public record as of the date shown, sourced from official filings and public reports. Public records can be incomplete, delayed, amended, or matched to the wrong company despite our best efforts. A flag is not a statement that a company is failing, unsafe, mismanaged, or a bad employer — and the absence of a flag is not a clean bill of health.
We don’t guarantee accuracy, completeness, or availability. GoodJobsOnly and everything on it are provided “as is” and “as available,” without warranties of any kind, express or implied, including any warranty of accuracy, completeness, reliability, merchantability, or fitness for a particular purpose. We may be wrong, out of date, or incomplete. You are responsible for your own decisions. Nothing here is career, financial, or legal advice. To the maximum extent permitted by law, GoodJobsOnly is not liable for any loss or damage arising from your use of the site or reliance on anything in it.
Almost everything we show you about a job or a company is a fact — something verifiable from public records or measured directly from our own scrape. A fact can point toward the health of a company, or the lack of it. But a fact is not a prediction and not a guarantee: a public record tells you what happened or what was filed, not what a company will do next. Here is each data point, and exactly what it is — and isn’t.
Six explicit signals, weighted (when you share your pay): 40% pay position vs. the market range · 20% headroom vs. your current pay · 15% freshness · 10% still-live verification · 10% repost pattern · 5% hiring velocity. Without your pay, pay-position carries more of the weight.
Some of these signals get stronger as our posting history deepens. Repost detection and hiring-velocity need weeks of a company's own posting history before they have anything to compare against, and we’ve been tracking postings for a short time so far. So today the score leans mainly on pay vs. market and freshness; the repost, verification, and hiring-velocity signals are in the formula but currently move most scores very little, and they’ll do more of the work as our history of each company’s postings grows. We’d rather tell you that than imply the number sees more than it does right now.
Postings older than ~120 days, and roles reposted 3+ times in 6 months. We do not hide a company's roles because it had a layoff — a company-wide cut isn't evidence that a specific, still-open role is bad. Recent layoffs & WARN filings are shown as a context flag on the company instead, for you to weigh.
It doesn't see manager quality, work-life balance, team culture, or interview difficulty — those still need your judgment. A posted pay range is the employer's figure, not an offer to you.
Every threshold is sourced (research-cited, research-aligned, or operational), and the same cohort math drives both the headline range and each posting tile — so they never disagree.