Graphic Developer

1) Data integrity and sources

Each company profile and job listing is analyzed using multiple open sources such as career pages, company websites, and public employment data. These signals are verified for consistency and density before being used to compute HR indicators.

• Employer data: company size, sector, and employee reviews.
• Job content: completeness of title, responsibilities, and requirements.
• Salary and benefits: presence of official or inferred compensation details.

2) Core methodology

The transparency model is based on a weighted ratio between core and secondary information axes:

• Core fields (×2 weight): title, company, location, contract type, work model, salary, application link, posting date, main description, requirements, and responsibilities.
• Secondary fields (×1 weight): benefits, culture & mission, team hierarchy, diversity & inclusion, recruitment process, flexibility, language, and deadline.

Each field is marked as present or missing. The final score reflects the ratio of completed fields to the total possible weighted score.

Transparency Ratio = (Σ core_fields × 2 + Σ secondary_fields × 1)
                     ÷ (total_core × 2 + total_secondary × 1)

The result is converted to a 5-star scale (0–5, half-stars included) and displayed beside the Transparency Score badge.

3) Star rating and color scale

Score (out of 5)	Label	Interpretation
4.5 – 5.0 ★★★★★	Excellent	All essential and most secondary details present.
3.5 – 4.4 ★★★★☆	Good	Major elements available; minor gaps remain.
2.5 – 3.4 ★★★☆☆	Moderate	Several missing sections or low specificity.
0.0 – 2.4 ★★☆☆☆	Low	Few key details provided; limited transparency.

The badge color follows a red→green hue scale from low (0) to high (5) transparency. The average transparency across the cycling industry in 2025 is approximately 3.2 / 5.

4) Employer Snapshot indicators

• HR Index: overall HR quality combining stability, satisfaction, and transparency.
• Employee Stability Index (ESI): ratio of long-term to short-term employment movements.
• Employee Satisfaction Weighted Score (ESWS): average of employee review metrics.
• Commitment: social responsibility, inclusion, and openness indicators.

HR Index = (0.4 × ESI) + (0.3 × ESWS)
         + (0.2 × (1 − Turnover)) + (0.1 × Data Confidence)

5) Estimated salary bands

When the employer does not specify a salary, Cycle-Jobs provides a non-binding estimated band using benchmark data and standardized adjustments:

• Base grid by role family and seniority.
• Adjustment by contract type and expected weekly hours.
• Location factor for cost of living and taxation context.
• Company size influence on pay dispersion.
• Recent market signals from similar industry roles.

6) “Before You Apply” contextual tips

Missing or unclear fields are listed with guidance questions to help candidates clarify key aspects such as scope, compensation, or flexibility. This allows a more balanced and informed dialogue between employer and applicant.

7) Limitations and ethics

• No confidential data is used — only verified public information.
• Data accuracy depends on employer updates and public sources.
• Scores are dynamic and recalculated as new information emerges.

These models aim to promote fair, transparent, and comparable insights across cycling industry employers. They are informational only and not a substitute for an internal HR audit.