HyperHired
The Verification Standard

Real comp data. Not vague ranges or W-2 documentation theatre.

On most job boards, “earnings” is a sales pitch — a range pulled from the recruiter's wishful thinking. On HyperHired® Jobs every number on every listing has been audited against actual pay records before the position goes live. This is what we audit, and how.

Browse Verified Roles →How matching works
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100%
Listings audited
5×
Verification touchpoints
W-2
Documentation standard
0
Self-reported earnings
What we verify

Every listing is checked against five distinct comp signals

We don't just verify the top-line OTE. We audit the structure underneath it so candidates can compare offers apples-to-apples.

01Base + Commission

Compensation structure

The exact split between base salary, draw, commission rate, and any guarantees. We confirm whether the rep is W-2 or 1099, whether the draw is recoverable or non-recoverable, and how commission is calculated on each sale.
02Median Earnings

What the average rep actually makes

Not the top performer. The median rep's actual annual earnings, pulled from W-2 summaries or 1099 totals across the team for the past 12 months. The number a typical hire should expect.
03Top 10% Earnings

The ceiling for high performers

The earnings of the rep at the 90th percentile of the team. Lets candidates evaluate the upside without being misled by a single outlier.
04Ramp Period

Time to first commission

Average days from start date to first commission check, and average earnings during the first 90 days. Cuts through the myth that “your first month is free money” or the opposite extreme.
05Lead & Territory

What you’re working with

Whether leads are provided, self-generated, or hybrid. Whether the territory is exclusive or shared. These materially affect what a rep can earn, and we verify them as part of the listing, not as a footnote.
How verification works

A four-step audit before a single listing goes live

01

Document submission

Employer submits anonymized W-2 summaries, commission payout reports, or pay-period earnings data for the team representing the role being listed. Minimum 12 months of history.

02

Compensation reconciliation

Our audit team reconciles the documented earnings against the comp structure the employer described. Inconsistencies between the stated structure and actual paychecks trigger a clarification cycle.

03

Statistical disclosure

We publish the median, top 10% percentile, and ramp data as point figures — not vague ranges. If the team is too small for a meaningful sample, the listing says so.

04

Continuous re-verification

Listings are re-verified every six months, or whenever the employer adjusts the comp structure. Stale data is removed. Employers who cannot re-verify lose their Verified status and the listing is paused.

What we won’t do

Things we won’t publish, ever

Self-reported earnings without backing documentation.
Ranges that span more than 3× from low to high without a structural explanation.
“Up to $X” figures based on the team’s top outlier, presented as typical earnings.
Commission rates without disclosing the deal-size assumption they’re based on.
Verified status for employers under 12 months old. New companies appear as “Unverified” until they have a documented track record.
See it in practice

Every listing has been audited.

Browse roles and see exactly what the median rep earned last year — backed by W-2 data, not optimism.

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