We apply to jobs for you, and you can check every answer.

Depends what you mean by work. We can prove the form was filled in and posted to the employer, and every application comes back with a receipt showing the answers that went out. We cannot prove it got you an interview, and we will not put a number on that, because applications send from your own email address and the replies land in your inbox where we never see them. If you are buying a hiring rate, buy it somewhere else. What you are paying for is the applications going out correctly and being able to check that they did.

Every application has a receipt with the employer, the posting, the time it went, and the exact value we put in each field along with where that value came from. What it proves is that the form was filled in and posted. It does not prove a human read it, and nobody selling you this can prove that either. A submission that does not finish shows as unfinished instead of quietly counting toward your total, and the application goes back into your allowance without you asking.

Usually that is what happens when applications go out fast with wrong answers on the questions that decide the outcome. A screening question answered wrong is a rejection before a person reads anything, and you never find out which one it was. We cannot see your replies, so you will never get a response rate or an interview count from us. What you get instead is the sponsorship question answered from your actual status and dates rather than guessed at, and a record of every answer we gave, so a bad one is something you can find and fix rather than wonder about.

Some of it, yes. The application arrives through the employer's own form the same way yours would, so there is no bot flag attached to it, but a recruiter can see when it arrived and they can certainly spot writing that reads like it came out of a model. That last part is the bit we work hardest on. Answers are built from what is on your resume and from your own writing samples if you give us any, and nothing gets padded to sound impressive.

We never touch your LinkedIn or Indeed account and we never ask for those passwords. Applications go to the employer's own careers page, which is where the Apply button on LinkedIn sends you anyway. LinkedIn and Indeed restrict accounts when a tool logs in as you there and clicks around, and we never sign in to either. On being blacklisted by an employer, we have not found a documented case of anyone penalised for using a service like this, and a fair amount of the worry about it comes from competitors selling a safer-sounding alternative. What would earn it is applying to one company over and over, or to roles you plainly cannot take. The feed never puts more than two jobs from one company in a batch, and it leaves out jobs we know are in countries you cannot work in.

Not facts about you, and not because we asked it nicely. Employers, titles, dates, schools, degrees, licences, pay, criminal record, work authorisation and references only ever come from your resume and your profile. Where there is no source for one, the answer goes in blank or takes the safest truthful option, or the application stops and tells you why. Where a wrong answer cannot hurt you and nothing could check it, like which shift you prefer or how you heard about the job, it fills in the likely answer and marks it inferred. It also assumes, marked the same way, that you have not applied or worked there before and have no relatives there, because that is almost always true. Every inferred answer shows in review and on the receipt. Tailoring reorders and rephrases what is already in your resume, then a check runs over the result looking for any company, job title, date, credential or number that was not in the original, and it does not go out if one turns up. You will never see a confidence score from us, because a score is us handing you back the risk assessment you are paying us to do.

Blank, or the conservative answer, never the one that happens to get past the filter. Salary history goes in as prefer not to disclose, which is the correct answer in California, New York, Massachusetts, Washington, Colorado and Illinois anyway. Race, gender, veteran status and disability get the form's prefer-not-to-say unless you have told us otherwise, and criminal history is answered only from what you have told us, so an application that requires it waits until you have. Everything else is on the receipt with the exact value, so you can read it back afterwards, or switch review on and read it first.

It does not ask you to classify yourself, which is where that question goes wrong for most people on OPT. You give us your status and your dates, the program end and the EAD dates, and the two questions get answered separately from those, because being authorised to work now and needing sponsorship later are different questions that most forms squash into one. You see both answers and confirm them before anything sends. The same code works out what you confirmed and what gets submitted, so those two cannot drift apart. Change your dates and every application after that uses the new answer.

You are. It goes out under your name and the certification box is yours to tick. That is the reason review exists and the reason every answer carries where it came from, so a wrong one can be found before it sends rather than after. If we got something wrong, tell us and we will show you exactly what was sent and to whom, and the application goes back to your allowance.

Your current employer and anyone else you name is a hard exclusion rather than a ranking penalty. We read the companies off your resume during setup and show you the list, so you can untick the ones you would not mind hearing from and add any we missed. A job you have already applied to through us will not come back. When there is not enough matching work that day you get fewer applications rather than looser ones, and the feed tells you why a job was skipped instead of dropping it silently.

Either, and it is a switch you control. Hands-free is the default because that is the product, and turning review on holds every application until you have looked at it. The answers are the same either way. There is no cheaper, worse version of the answer generator for the entry plan, and answers get checked against the posting on all three.

Twenty-four applicant tracking systems so far, including Workday, iCIMS, Greenhouse, SmartRecruiters, Paylocity, UKG, Taleo, Dayforce and Ashby. Those are the systems behind the Apply button rather than job boards, so the thing to check is what your target companies run, not where you saw the posting. Some employers take applications only from an account on their own hiring site. We make one there only when you press the Create account and send button, once per employer, under your email and with a password we generate for it, and the account is yours. Hands-free waits for that press too, and a few employers also email you a link to confirm the account before the first application can go. If you would rather have none of this, one setting keeps those jobs out of your feed. An application that cannot be finished stops, says why, and does not spend an application.

More applications from everyone makes the market worse for everyone. That is true, and being careful about it does not make it untrue. We cap at 10, 25 or 50 a day depending on the plan, and the reason is not restraint, it is that nobody can honestly stand behind more than that in a day. An application that answers the screening questions correctly is also less work for the person reading it than one that does not. Whether any of that is enough of a defence is a reasonable thing to hold against us.

From the plan screen in your account, at any time. It stops the next charge and leaves the period you have already paid for alone, so applications keep sending until the date shown on the screen. During the trial you are not charged at all, and it takes no card; you add one only if you choose to subscribe. If you would rather have a refund than a cancellation, you can ask for one within 14 days of a purchase, and Paddle handles it as our merchant of record.

We never ask for your LinkedIn or email password, or for any password you already use. Where an employer takes applications only from an account on its own hiring site, the password for it is one we generate, encrypted under a key kept apart from our database, used for that employer only, and shown to you whenever you ask. To delete your account, email info@applyscout.io, and your profile, resumes, writing samples, preferences and the employer passwords we hold go within 30 days, with backups aging out inside 90. Any accounts at employers stay with those employers, as yours. Receipts are the exception and we keep those for seven years, because a receipt is the only evidence either of us has about what an employer was told, and it protects you more than it protects us. If you want yours gone sooner, email us and we will tell you what we can remove.