What Job Postings Actually Ask For — 2026
Skill, experience and work-policy breakdowns measured across live postings, one role at a time.
What these reports are
Each page takes one role and analyzes what live job adverts actually ask for it: the skills named in the description, the experience required, how much of the work is remote, and which employers are hiring. Nothing is estimated or hand-picked — every figure is measured against the postings open that day and recomputed daily, so the pages move when the market does.
That makes them checkable, which a hand-written “top 10 skills” article never is. Use them to see which skills are table stakes, which are rare enough to be worth having, and what separates a senior advert from a mid-level one. One limit worth knowing up front: the corpus is English-language job boards and company ATS feeds and skews to the United States, so each page’s country breakdown says where the roles we index sit, not where the jobs are.
Browse by role
Sample size shown per role · recalculated dailyCommon questions
From the live job postings JobGlance indexes. Each page reads the full description of every currently-open posting matching that role, and states how many that was. Nothing is estimated, weighted or hand-picked, and the figures are recomputed daily against whatever is open that day.
Daily. Listings are refreshed each evening, closed roles are removed within 24 hours, and the skill and distribution figures are recalculated on the same cycle. Each page carries the timestamp of its last refresh.
Because a job posting asks for many skills at once. Each percentage is the share of postings mentioning that one skill, measured independently, so they overlap rather than dividing a whole between them. The distributions further down each page — experience and work policy — are true shares and do add to 100.
They are the skills employers are currently writing into their adverts, which is a different and more useful thing than a list of what somebody thinks the job requires. Treat the top of the list as table stakes and the rarer entries further down as what actually distinguishes one application from another.
Because each one needs enough live postings to make a percentage meaningful, and because the written sections on each page are researched rather than generated. Roles are added as both conditions are met, not as fast as they could be produced.
See which of these you actually match
Upload your CV once. Every role here gets scored 0–100 against it, so you apply to the ones where you have a real shot.
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