What the evaluation checks
Five questions every go-to-market job posting should survive
Is it one job, or three in a trench coat?
The evaluation adds up the functions the posting asks one person to own, weighted for the company's stage, and compares that with what a single hire can carry. A posting that comes back at two or three full time equivalents is several jobs at one salary. Candidates strong enough for the first half read it as a company that has not decided what it wants.
Is the pay realistic?
Any range in the posting is checked against a benchmark base band for the closest matching role, adjusted for stage and location and specific to cybersecurity go-to-market roles. When the scope is wider than one job, the range was almost always set for only one of them.
Is the seniority realistic?
The level in the title is compared with the level the work describes, the years of experience asked for, and the reporting line. A senior scope under a junior title usually brings junior pay and junior authority. A VP title on individual contributor work is title inflation.
Are the expectations realistic for the stage?
Builder and scaler in one role, a player-coach with no hiring plan, a revenue number with no budget behind it, public-company experience at seed. Each one is a question to settle before the first interview, not a reason to walk away.
How does AI change the role?
Drafting, research, reporting, list building and email sequences now get a first pass from AI. The evaluation shows what the person should own instead: the point of view, the decisions, the quality bar and the approval before anything ships. It also notes whether the posting treats AI as a tool or as something the role governs.
For candidates and hiring managers
Candidates get the questions worth asking in the first call. Hiring managers checking a draft get a checklist to fix before posting, and a link to rewrite the description for one person in the Hiring Scope Builder. To test your own resume against a posting, use the Resume Fit Assessment.
Questions
Evaluating a job opportunity
What does Evaluate an opportunity tell me about a job posting?
Whether the posting is one job or several jobs dressed up as one, which role it really describes, whether the pay fits that role at the company's stage and location, whether the title, years of experience and reporting line match the scope, whether the expectations are realistic for the stage, how AI changes the work the posting lists, and the questions worth asking. It works for a candidate deciding whether to apply and for a hiring manager checking a draft before it goes live.
What does "three jobs in a trench coat" mean?
A job description that asks one person to own the scope of two or three roles at one salary, such as demand generation, product marketing, content and marketing operations under a single title. The tool adds up the functions the posting assigns and compares that with what one person can carry at that stage. When the load comes back at two or three full time equivalents, the posting is several jobs in one coat, and the pay, title and expectations were usually set for only one of them.
How does it check whether the pay is realistic?
It reads any pay range in the posting and compares it with a benchmark base band for the closest matching role, adjusted for company stage and location. The bands are specific to cybersecurity go-to-market roles and are directional, for judging a range rather than negotiating an offer. If the scope covers more than one job, it says the range was set for one of them.
How does it judge seniority?
It compares the level in the title with the level the scope actually describes, checks the years of experience asked for against that level, and reads who the role reports to. A senior scope under a junior title, or a VP title on individual contributor work, are the two mismatches it flags most often. For a marketing leader reporting into sales, it asks whether marketing has its own seat at the executive table.
How does AI change what the role should own?
The tool finds the parts of a posting that describe work AI now does a first pass on, such as drafting content, research, reporting, list building and email sequences, and shows what the person should own instead: the point of view, the decisions, the quality bar and the approval before anything ships. It also notes whether the posting treats AI as a tool the person uses or something the role governs.
Is the job description I paste sent anywhere?
Pasted text is not. The evaluation runs in your browser and the text is not uploaded, stored or logged. If you give a link instead, the site reads that one page to pull the posting text and returns it to your browser. Nothing is saved. Links on LinkedIn or Indeed need a login, so paste the text for those.
I am the hiring manager. How should I use it?
Paste your draft before it goes live and choose "I am writing or approving this posting". The output switches from interview questions to a pre-posting checklist: cut the scope to the two functions that matter most in the first two quarters, publish a range set for that scope, name the reporting line and budget, write outcomes for the first ninety days and first year, and say how the role is expected to use AI. Then rewrite it for one person in the Hiring Scope Builder.
Does this work for cybersecurity roles specifically?
That is what it is built on. The role library, the pay bands and the stage guidance are specific to go-to-market roles at pre-IPO cybersecurity companies rather than general B2B SaaS, because security pays differently, the buyer is technical and the sales cycle is longer.