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A useful remote-jobs API should make salary data easier to compare without implying that every listing includes pay or that every extracted figure is certain. Preserve the original salary, currency, pay period, geographic eligibility, and source of each field. Treat missing, parsed, and employer-provided data as different states—not as interchangeable numbers.
What salary data should a remote-jobs API return?
A salary is more than an amount. Keep the range, currency, pay period, and provenance together, and retain the original representation when feasible. Google Search Central defines baseSalary as “The actual base salary for the job, as provided by the employer (not an estimate).” Its structured-data guidance uses minValue and maxValue to represent a range rather than collapsing it to one value. Google’s Job Posting documentation is a useful reference for those distinctions.
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A practical response might expose salary_min, salary_max, salary_currency, salary_period, and salary_source, alongside the upstream field or matched text if permitted. For example, a posting that explicitly states a yearly range should remain a yearly range; do not turn it into a single midpoint unless a separate, clearly named calculation is useful to consumers.
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- Employer-provided structured value: the upstream source supplied a salary field.
- Description-parsed value: the API extracted a value from text; preserve the matched text or excerpt where terms allow.
- Missing or unparsed: the posting did not provide a usable numeric salary. This is not zero.
- Unknown currency or period: retain the raw value if useful, but do not present it as a precise normalized annual salary.
Keep normalized comparison data separate from source data. The Job Opportunities API documents an annualized comparison field that remains null when currency or pay period is unrecognized, a sound pattern for avoiding false precision. Its field documentation also distinguishes field provenance.
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How should salary parsing work?
Use a staged pipeline that prefers explicit fields and keeps every transformation auditable. The cited API field contracts support this approach; they do not establish any particular parser’s accuracy.
- Read structured salary fields first. Save the upstream values and identify them as source-provided.
- Parse description text only when needed. Mark the result as description-parsed, not employer-structured, and retain the source text or matched excerpt when permitted.
- Extract amount, currency, and period separately. Preserve whether the posting states one amount or a range. Never invent a second endpoint to manufacture a range.
- Normalize only when inputs are known. Annualize only after identifying the pay period and currency; leave the comparison value unset if either is unknown.
- Keep non-numeric compensation unparsed. Phrases such as “competitive” or “DOE,” equity-only language, and text that cannot be reliably interpreted should not become numeric salary fields.
- Validate and preserve provenance. Check that a minimum does not exceed a maximum, distinguish an explicit zero from a missing value, and report salary confidence separately from remote-work confidence.
Expose provenance at the field level in the API response so clients can tell what the listing stated and what your service derived. A single record-level label can hide important differences—for example, a source-confirmed location paired with salary extracted from free text.
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How can an API tell whether a job is really remote from a given country?
“Remote” does not necessarily mean “work from anywhere.” A listing can be remote while limiting applicants to named countries or imposing time-zone requirements. Represent geographic eligibility and time-zone restrictions explicitly, and distinguish a source-confirmed remote designation from one inferred by your system.
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Google’s Job Posting guidance uses jobLocationType for work-from-home jobs and applicantLocationRequirements to identify where applicants may work. For a fully remote job, Google says the position must genuinely be 100% remote, the description must make that clear, and at least one applicant country must be specified. See Google’s structured-data guidance for the definitions and conditions.
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Keep these concepts separate in your own schema: remote classification, applicant countries or regions, and time-zone restrictions. If the source does not establish a restriction, record it as unknown rather than interpreting the word “remote” as global eligibility.
Which remote-job APIs are useful ingestion options?
Provider descriptions indicate different fields and operational patterns, not identical coverage or reuse rights. Check current documentation and terms before integrating or republishing listings.
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| Provider | Documented characteristics | Integration considerations |
|---|---|---|
| Himalayas | Describes a free public JSON API requiring no authentication, with job and company details, salary ranges, location and timezone restrictions, categories, and application links. | Confirm current usage expectations and terms. API reference |
| Jobicy | Documents a public unauthenticated remote-listings API, cursor pagination, and optional salary minimum, maximum, currency, and period fields. It says its endpoint returns listings published in the last seven days. | Its documentation recommends checking HTTP status, treating optional fields as nullable, sanitizing description HTML before rendering, preserving canonical listing URLs, and polling no more frequently than hourly. Validate the current window and operational guidance. API documentation |
| Job Opportunities API | Documents whether fields are source-published, inferred, or absent; distinguishes salary published by a source from salary parsed from a description; and says it does not emit AI-predicted salaries. | Useful field-design examples even if you choose another ingestion source. Field documentation and Listings documentation |
Before choosing a source, compare country and time-zone coverage, confirmed versus inferred remote eligibility, salary coverage and provenance, listing freshness and live status, pagination and request limits, description availability, canonical links, and current storage, attribution, and republication terms. The documented capabilities alone do not establish a blanket right to republish listings.
How much salary and remote-status data is available?
Provider-specific counts illustrate why provenance matters, but they are not market-wide estimates. The Job Opportunities API’s listings documentation reports 238,898 of 2,141,886 live rows (11.2%) with source-stated remote status and 1,899,661 (88.7%) with inferred remote status. It also reports 146,868 listings with source-published salary when require_fields=salary is used. These are provider-reported counts in its endpoint documentation; the page does not clearly date them, so they should not be treated as current industry statistics. Check the provider’s listings documentation for its endpoint context.
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Those figures reinforce a schema decision, not a claim about all remote jobs: make source-stated, inferred, and absent values distinguishable. No market-wide salary-disclosure rate follows from one provider’s inventory.
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