Definitions for every recurring term on HiringTrends.
Last reviewed
The timestamp on rendered data. Live entity pages show the last rollup refresh; snapshots show the month-end date. Visible on every page per strategy Rule §3.
The fixed cash component of compensation, before bonus or equity. The number companies disclose most often in job postings.
A pair of stacks that appear together in the same job posting. Co-occurrence frequency drives our "What pairs well with X?" recommendations.
The nightly pipeline that ingests fresh job postings from company career pages. Failures and retries are tracked in the ingest history; the daily-ops dashboard surfaces stale boards.
The fraction of all tech postings in a given week that mention a given stack. A demand-share trend tracks how engineering hiring is shifting between technologies.
A minimum-data threshold (typically 5 postings) below which an index page returns 404. Prevents thin pages from being indexed, per strategy Rule §7.
A coarse seniority bucket: junior, mid, senior, staff, principal. Inferred from the role title and stated years of experience. Distinct from the role itself.
A role with no expected office time at any location. Distinct from "remote-friendly" (some onsite expected) and "hybrid" (mixed schedule).
A role with mixed remote and onsite expectations — often 2–3 days/week in office. Specific cadence varies by company.
The middle value of a sorted dataset — equivalent to p50. Less sensitive to outliers than the mean.
Base salary plus full commission/bonus at 100% quota. Most common in sales and BD roles. Distinct from TC because OTE excludes equity.
The value below which 25% of observations fall. In compensation, the p25 salary marks the lower quartile — three out of four offers exceed it.
The midpoint of a distribution — half of observations sit above it, half below. The most common single-number summary of salary.
The value below which 75% of observations fall. Common upper-bound for posted salary ranges.
The value below which 90% of observations fall. Outlier-resistant marker for the upper end of salary ranges.
A page section visible to Pro subscribers only. We declare paywalled subtrees in JSON-LD with isAccessibleForFree=false (Phase 0.4.5) so Google can sample the free content without flagging cloaking.
A value below which a given percentage of observations in a sample fall. We compute percentiles via PERCENTILE_CONT WITHIN GROUP — a continuous interpolation that handles small samples without rounding to a single observed value.
A single job row in the source applicant-tracking system. We count one posting per unique (company, title, location) combination per crawl window.
A role where remote work is permitted but some onsite presence (e.g., quarterly summits) is expected.
A curated job-family slug (Frontend Engineer, Site Reliability Engineer, Staff Backend Engineer, etc.). Roles span multiple stacks and companies; we maintain a finite, hand-curated taxonomy.
An internal record (one row in the role_profile table) that anchors a curated role slug. Each role profile gets weekly rollups in role_hiring_weekly.
A scoped view of a role at a specific city (or remote tier). Salary by role-in-city is the most accurate benchmark because comp varies sharply by metro.
A pre-computed weekly aggregation table — role_hiring_weekly, company_hiring_weekly, skill_weekly. The rollups power the entity pages and snapshots; live SQL only happens for the most recent week.
Company shares granted on a vesting schedule (typically 4 years). RSU value at hire is calculated from the grant-date share price; it can move significantly before vesting.
The disclosed range on a job posting, typically expressed as min–max. Half of US postings now disclose a band by law; we compute percentiles only over rows with a disclosed band.
A per-route module that enumerates candidate URLs, attaches a real lastModified timestamp, and confirms each candidate resolves. Verifiers prevent the sitemap from claiming dead URLs.
An immutable view of an entity (stack, role, or company) for a closed calendar month. Snapshots are append-only — past months never change once published.
A specific tool, framework, or technology mentioned in a job posting (e.g., React, Rust, Postgres). Distinct from a "role" — a single role typically uses 3–6 stacks.
Total annual compensation — base salary plus expected bonus plus equity vesting. Most companies disclose only the base in postings; TC is what engineers compare across offers.
Week-over-week change. A WoW delta of +0.5pp on demand share means a stack picked up half a percentage point of postings between consecutive weeks.