01
Audit
Review weighted coverage and rank the most consequential gaps.
Employer workspace
Give candidates enough context to choose well.
Audit a real role brief, fix the most important gaps, and transfer the useful context into RedTabl's structured job builder.
Listing standard
Structured context
Outcomes, team, working rhythm, pay, constraints, and process.
Comparable trade-offs
Candidates can compare consistent facts across roles.
Fair requirements
Essential evidence stays separate from preferences and weak proxies.
Visible boundaries
Screening, data use, and application effort are disclosed early.
Role Audit
Find the gaps before candidates do.
Review a real vacancy across role clarity, working conditions, candidate experience, and fairness. The score is a writing aid—not a certification or hiring decision.
Browser-local draft
1. Add the role context
Use the main fields candidates compare before reading the full advert.
2. Capture candidate-facing evidence
Short notes are enough. These fields transfer into the employer job builder.
Text scan: finds explicit phrases only. It cannot verify whether a claim is accurate or complete.
3. Review the evidence
Mark coverage honestly
0 of 13 reviewed
Role clarityPurpose, ownership, team context, and realistic expectations.0%
Success outcomes are concrete
8 ptsExplain what the person should make meaningfully better in the first six months.
Day-to-day responsibilities are visible
8 ptsCandidates can picture the work, its cadence, and its most important outputs.
Team and reporting context are explained
6 ptsName the reporting line, immediate collaborators, and relevant team size.
Decision scope is honest
6 ptsClarify ownership, approval boundaries, and what is already decided.
Working conditionsCompensation, location, schedule, and employment terms.0%
Compensation is specific and comparable
12 ptsInclude minimum, maximum, currency, pay period, and any material variable pay.
Work arrangement and location are precise
8 ptsRemote, hybrid, or on-site wording includes geography and attendance expectations.
Schedule constraints are disclosed
5 ptsMention core hours, shifts, on-call duties, travel, or time-zone overlap.
Employment terms are named
5 ptsState the contract type, expected start, and whether the role is permanent or fixed-term.
Candidate journeyApplication effort, interview stages, timing, and decisions.0%
Interview stages and effort are clear
8 ptsCandidates know the number of stages, participants, tasks, and expected preparation.
Timeline and decision communication are defined
6 ptsSet expectations for response times, the decision window, and feedback.
Fair and accessibleProportionate requirements, accessibility, and data boundaries.0%
Must-have and helpful skills are separated
9 ptsScreening requirements are proportionate and preferences are not presented as mandatory.
Equivalent experience and accommodations are welcomed
7 ptsAvoid unnecessary credential barriers and explain how to request adjustments.
Screening and data use are transparent
12 ptsExplain material screening steps, data collected, automated tools, and retention boundaries.
Full employer workflow
From clearer brief to documented decision
The audit is useful without an account. Employer access adds saved company data, moderated publishing, candidate review, and team permissions.
02
Build
Transfer role context into the structured employer job builder.
03
Evaluate
Move applicants through explicit stages with contextual profiles.
04
Improve
Use real workflow evidence without invented demand or quality signals.
Employer access begins with a reviewed application. The Role Audit draft remains in this browser until you transfer or clear it.