Job Quality Grader

The Job Quality Grader reviews each job posting for completeness, consistency, readability, and usefulness to candidates. It provides live feedback while you work so you can correct important issues before publishing the job.

The grader is an editorial tool. A high score can help you create a clearer and more complete posting, but it does not guarantee placement or ranking in Google Jobs or other search results.

Where to Find the Grader

Open or create a job under Careers → Jobs.

The Job Quality Grader appears in the sidebar of the job editor. It updates automatically as you complete or change the job fields.

New jobs remain Not Graded until enough information has been entered for the grader to evaluate the posting.

Understanding the Score

Each job receives a score from 0 to 100.

  • 90–100 — Excellent: The posting is complete, consistent, and useful to candidates.
  • 75–89 — Strong: The posting is in good condition, with limited improvements remaining.
  • 60–74 — Needs Refinement: Important information or consistency improvements are still required.
  • 40–59 — Needs Significant Improvement: The posting contains serious issues or missing information.
  • Below 40 — Not Ready for Grading: The posting is incomplete and requires substantial work.

Some serious issues place a maximum cap on the total score. Correcting smaller issues will not raise the score above that cap until the underlying serious issue is resolved.

Grading Categories

The total score is divided into five categories.

Critical Readiness — 30 Points

Critical Readiness checks whether the information required to publish and distribute the job is present.

This includes:

  • Job title
  • Job description
  • Company profile and company name
  • Job location or fully remote information
  • Employment type
  • Display and expiry dates
  • Job status
  • Google Jobs feed availability

Missing critical information may create a blocker and limit the total score to 59 or lower.

Consistency — 25 Points

Consistency checks whether information entered in different job fields agrees.

The grader compares:

  • The job title with the description
  • The selected company with company names used in the content
  • Minimum and maximum wages
  • Wage type and wage information written in the description
  • Minimum and maximum weekly hours
  • Hours with the selected employment type
  • Employment type with the description
  • Remote settings with location information
  • Display, closing, and expiry dates
  • The selected job status with the publication status

Use the same information throughout the posting. For example, do not select a full-time employment type while describing the position as part-time.

The grader may also flag promotional or unusual job titles. Use a clear title such as Administrative Assistant instead of wording such as Urgently Hiring an Administrative Rockstar!

Candidate Usefulness — 25 Points

Candidate Usefulness evaluates whether applicants have enough information to understand the opportunity and decide whether to apply.

The grader reviews:

  • Description
  • Duties and responsibilities
  • Qualifications
  • Wage
  • Expected weekly hours
  • Benefits
  • Education requirements
  • Experience requirements

Include the minimum wage and minimum expected hours whenever possible. If no previous experience is required, enter 0 rather than leaving the experience field empty.

The Description field’s writing guidance recommends at least 300 words for a detailed and useful posting. The current grader applies its description-length warnings as follows:

  • Fewer than 80 words creates a major issue.
  • Between 80 and 149 words creates a minor issue.
  • At least 150 words avoids the grader’s length deduction.

Although 150 words avoids that specific deduction, approximately 300 words remains the recommended target when that length is needed to explain the position properly.

Duties and Qualifications should be entered in their dedicated fields. Each section should contain meaningful details rather than a short or generic sentence.

Writing Quality — 15 Points

Writing Quality checks the main job content for common writing problems.

The grader reviews the:

  • Description
  • Duties
  • Qualifications
  • Education information
  • Additional information

It may identify:

  • Common spelling, grammar, or punctuation problems
  • Repeated paragraphs
  • Excessive capital letters
  • Repeated punctuation
  • Long, difficult-to-read paragraphs
  • Content duplicated between fields

Use a clear and professional tone. Avoid clichés and jargon such as “rock star,” and do not use excessive promotional language.

Reading Level — 5 Points

Reading Level measures how easy the description is to understand.

The reading-level check begins after the Description contains at least 80 words. It may identify:

  • An unnecessarily high reading level
  • Long sentences
  • Dense paragraphs
  • Complicated wording

Use plain language, short paragraphs, descriptive headings, and bullet points where appropriate. Split sentences that contain several separate ideas.

Google Jobs Readiness

The Google Jobs summary indicates whether the posting has the basic information required for useful Google JobPosting output.

The available statuses are:

  • Ready: The required Google Jobs basics appear complete.
  • Almost Ready: Most information is present, but important Critical Readiness or Consistency issues remain.
  • Not Ready: A blocker exists or the Google Jobs feed is disabled.

Start with any Critical Readiness blockers, followed by major Consistency issues.

A Ready result means the required basics appear complete. It does not guarantee that Google will display or rank the job.

Candidate Rating

The Candidate summary shows how useful the posting is likely to be to an applicant.

The available ratings are:

  • Excellent
  • Good
  • Weak
  • Poor
  • Not Graded

A weak or poor rating usually means that important information is missing, unclear, or inconsistent. Review the description, duties, qualifications, wage, hours, benefits, education, and experience fields.

Issue Severity

The grader groups its feedback by severity.

Blockers

Blockers are the most serious issues. They can prevent the posting from being ready and may cap the total score.

Examples include:

  • Missing job title
  • Missing description
  • Missing company profile
  • Missing location for a position that is not fully remote

Resolve blockers before working on smaller improvements.

Major Issues

Major issues identify important missing information or contradictions.

Examples include:

  • Missing employment type
  • Invalid display date
  • Wage or hours that contradict other fields
  • A job marked as filled while it is still published
  • A very short description
  • Missing duties or qualifications

Major consistency issues may limit the total score even when the remaining content is strong.

Minor Issues

Minor issues identify smaller improvements that make the posting clearer and more useful.

Examples include:

  • Missing benefits
  • Missing education details
  • Missing experience information
  • Short duties or qualifications
  • Long paragraphs
  • Moderate readability concerns

Suggestions

Suggestions are optional editorial improvements. They do not carry the same importance as blockers, major issues, or minor issues.

Correcting an Issue

Each issue includes:

  • The problem that was found
  • The field or content related to the problem
  • A recommended fix

To improve the posting:

  1. Resolve all blockers.
  2. Correct major Critical Readiness and Consistency issues.
  3. Complete the candidate-facing information.
  4. Correct writing and readability issues.
  5. Review minor issues and suggestions.
  6. Save or update the job.

The grader updates live while you edit. When an issue has been corrected, its warning should clear and the score will be recalculated.

Score in the Jobs List

The saved grader score also appears in the Score column under Careers → Jobs.

This provides a quick way to identify jobs that are ready, need improvement, or contain serious issues. Open a job to review its complete category scores and recommended fixes.

The separate Errors column identifies job-field validation errors. These errors should also be corrected before publishing.

Recommended Review Order

For the most efficient review:

  1. Confirm the job title, company, location, employment type, and dates.
  2. Correct any Critical Readiness blockers.
  3. Make sure wage, hours, remote settings, and employment information agree.
  4. Write a detailed description using the exact job title naturally.
  5. Complete the Duties and Qualifications fields.
  6. Add wage, hours, benefits, education, and experience information.
  7. Review grammar, paragraph length, and reading level.
  8. Resolve the remaining minor issues.
  9. Save the job and confirm the final score.

The Job Quality Grader should be used as a final editorial check alongside your organization’s normal review and approval process.