How Scout reviews jobs
A clear source, an open role and the details you need to decide.
What we check
- Start with an employer source.
We review the employer’s careers page or approved applicant-tracking feed and retain source references.
- Review each opening.
The listing must be open and genuinely remote. Country, timezone and other restrictions stay attached to that job.
- Keep the evidence.
Pay, hours and flexibility are shown only when supported by the source. Missing facts are omitted; unknown eligibility is never called a match.
- Recheck and respond.
Complete source checks can identify closures. A timeout or failed source cannot establish that a role closed. Reports go to our review queue.
Know what a match means
Match explanations compare your confirmed preferences with published details. They do not guarantee eligibility, an interview, an offer or employer legitimacy.
Fresh jobs and membership
Summaries are visible immediately. Pro members can open full details and employer application links during the first 48 hours after Scout first publishes a job. After that, verified free accounts can open full job details and employer application links, and save jobs. Your saved work is preserved.
Something doesn’t look right?
Use Report listing on the job, or contact support. Your application always remains your choice.
Explore employersCurrent catalogue coverage
Retrieval freshness is a source-check timestamp, not a guarantee that a role remains open.
How Scout scores work-life balance
This score compares a role’s sourced hours, working pattern, flexibility, remote policy, paid time off and a small set of work-life benefits. It doesn’t rate employer legitimacy, pay, personal eligibility or your chances of being hired.
We use a 50-point scale baseline, then add the points below, up to 100. The baseline is a calculation convention. It isn’t evidence of an employer policy.
| Factor | Points |
|---|---|
| Weekly hours | 0 at 40 hours or more, increasing linearly to 22 at 28 hours or fewer |
| Remote work | 5 for the remote arrangement required by Scout’s catalogue |
| Choice of hours | 5 for choosing your own hours, 3 for stated flexible hours, 0 for a fixed schedule |
| Core hours | 3 for explicitly having none, 0 for a stated core-hours requirement |
| Annual paid time off | 0 at 15 days or fewer, increasing linearly to 8 at 30 days. Country and eligibility conditions remain attached. |
| Working pattern | 7 for a four-day week with explicitly unchanged pay; 6 for explicitly pro-rata four-day pay; 5 for a nine-day fortnight or half-day Fridays; 3 for compressed hours or part-time work; 2 for seasonal Fridays off; 0 for a stated five-day pattern |
| Work-life benefits | 1 each for an explicit paid sabbatical and meeting-free days, up to 2 |
We don’t assume a 40-hour week, turn unlimited leave into a guaranteed number of days, convert parental or sick leave into annual holiday, or treat compressed hours as reduced hours. Conflicting, conditional or incomplete inputs stay unknown. A score needs at least three verified factors.
Unknown factors produce a range: the lower end uses only earned points; the upper end shows the remaining possible points. Filters use the lower end, so an unknown policy can’t qualify a role for a score threshold. Roles without enough evidence do not display a score card. Scores refresh with reviewed facts and disappear when their catalogue version changes.