Hiring Demand Analysis

Hiring demand analysis

Measure the advertised openings observed in a defined corpus. Postings are not completed hires, headcount growth, unique vacancies, or the entire labor market.

Setup

Set CRAWLORA_API_KEY to your key from crawlora.net. Run the bundled scripts/crawlora.sh from this skill directory or by absolute path. It sends x-api-key to https://api.crawlora.net/api/v1; keep the key in the environment. Read reference/endpoints.md for jobs search, global facets, company discovery, and posting detail.

Define the population before counting

1. Specify the role/skill question, locations, providers, employment/workplace scope, observation date, and required sample coverage. Search /datasets/jobs/search; open roles are the default. include_closed=true adds stored closed roles but does not reconstruct past point-in-time vacancies.
2. Read /datasets/jobs/facets?size=... for corpus context and labels. This endpoint accepts only bucket size, not search filters. Its total_open, remote_open, and buckets are global. Do not use them as the denominator or skill distribution for a filtered search. Buckets are capped, not exhaustive.
3. Use search fields that actually exist: q spans title/company/description; city, state, country, department, and job_family have their documented matching behavior. workplace_type accepts onsite, hybrid, remote. Skill and seniority facets are not equivalent to server-side search filters. Inspect/classify returned rows when those dimensions define the analysis.
4. Collect within the agreed bound (page_size<=100, 10,000-result window). Preserve posting_id, provider, employer, URL, raw location, structured fields, posted date, open status, and available crawl timestamps. Deduplicate by posting ID, then identify likely syndicated/reposted roles using employer, requisition, title, location, and canonical URL. Keep ambiguous multi-location roles explicit.
5. For skill demand, distinguish required, preferred, and incidental mentions; a keyword hit in a company description is not necessarily a job requirement. Treat seniority_level and occupation fields as classifications, not employer assertions. Seniority is entry, mid, or senior, with uncertain roles assigned to mid; ambiguous occupations may lack a job_family entirely.
6. For compensation, retain compensation_min, compensation_max, currency, period, and source wording. min_salary/max_salary require salary_currency and match overlapping range bounds, not guaranteed pay. Currency filtering alone does not normalize hourly/monthly/annual figures; verify period locally. Do not annualize without explicit hours/weeks assumptions or treat base salary as total compensation. Report pay-disclosure coverage before summaries.
7. Return counts and proportions with a defined denominator: deduplicated eligible observed postings, unique employers, or salary-disclosing rows. Multi-skill labels can total above 100%. Label truncated samples and corpus gaps; raw search total is not the deduplicated population size.

scripts/crawlora.sh /datasets/jobs/facets size=10
scripts/crawlora.sh /datasets/jobs/search q="data engineer" page_size=20

Interpretation and reporting

Return query/cohort definitions, coverage and exclusions, counts by relevant dimension, cited example postings, and limitations. A one-time snapshot describes observed demand; trend claims require comparable dated snapshots and stable coverage.

• Structured locations can be missing while enrichment catches up. Missing is not remote, and remote does not mean eligible from every country.
• Some providers omit employment type or posting dates. Do not equate ingestion date with publication date or classify undated roles as newly opened.
• Historical employer visa filings, if returned, are not a role-specific promise. Keep this contextual evidence separate from the demand analysis.
• Salary summaries describe advertised ranges among disclosing postings, not accepted compensation or a representative wage survey. State midpoint choices.
• Back off on 429, retry transient 5xx once, stop on 401/403, and check application code. Stop on repeated pages; research does not apply to jobs or contact employers, and a snapshot request does not create ongoing monitoring.