jd-decoderlisted

# JD Decoder Treat every posting as a probabilistic signal, not a promise. Some listings are stale, evergreen, exploratory, duplicated, or no longer funded, but published estimates are not interchangeable and should not be turned into one universal “ghost job” rate. The practical takeaway is to inspect the specific posting and company, then scale effort to the evidence. ## Process ### Step 1: Score ghost risk before anything else One point each (0-6): 1. Posted or reposted for 45+ days with no edits 2. No named team, manager, or concrete problem; responsibilities read as template 3. Not listed on the company's own careers page (job-board only) 4. Company had layoffs in the last 6 months in this function 5. No recruiter activity visible (no LinkedIn posts about the role, no outreach happening) 6. Extremely wide or missing comp band with no explanation 0-1: real, tailor deeply. 2-3: probably real, tailor moderately and verify. 4+: verify before investing; offer to draft a short note to the likely hiring manager asking "is this role actively interviewing?" That question is legitimate, cheap, and converts uncertainty into information. A repost alone is NOT proof of fake: budgets change, finalists fall through, some roles are evergreen. ### Step 2: Classify every requirement Four piles: **must-have** (early, repeated, connected to responsibilities), **signal** (tells you the team's stack and pain), **nice-to-have** (long comma lists; candidates matching 100% of a wishlist do