Jobright is a US-only job search platform that scores openings against your resume, rewrites that resume per posting, autofills applications across ATS platforms and surfaces LinkedIn contacts who could refer you, with an agent tier that submits applications on your behalf.
Used this tool? Rate it
Used this tool? Rate it
Jobright is a job search platform built around a single premise: that the repetitive mechanics of applying for work — reading listings, judging whether you qualify, rewriting your resume, retyping the same details into yet another application form — can be delegated to software. Its own framing on the homepage is blunt about the target audience's emotional state rather than the technology: "No More Solo Job Hunting. Do it with AI." The promise attached to that headline is that you get matched jobs, autofill applications, a tailored resume, and insider connections in under a minute.
The company behind it is Jobright Inc., a Delaware corporation, with its operating address at 3120 Scott Blvd in Santa Clara, California — the Delaware entry is a registered-agent address of the kind most US startups use, while Santa Clara is where the company actually works. It was founded by Eric Cheng, previously an early engineer at Box and founder of the file collaboration company Fangcloud, and Ethan Zheng, who holds a Ph.D. in AI and databases from the University of Hong Kong and previously led news feed work at Newsbreak and ads ranking at Twitter. The product entered public beta in April 2024.
What separates Jobright from the long list of resume tools that appeared alongside the generative AI wave is that it is not primarily a resume tool. It is a job index with a matching layer on top. The company states it holds over 8 million live postings with roughly 400,000 added daily, aggregated from LinkedIn, Indeed and company career pages. The resume rewriting, the autofill and the referral suggestions all exist downstream of that index — they are what happens after the system has decided a particular posting is worth your time.
The second thing that separates it is a specific, verifiable piece of engineering aimed at a specific, underserved group. TechCrunch covered the product in June 2024 under reporter Rita Liao, and what the article identified as its wedge was an H-1B filter built on USCIS data covering companies that have historically sponsored H-1B visas. That is not a self-declared tag applied by employers; it is a public dataset repurposed as a filter. At the time of that reporting, roughly 30% of the user base were foreign workers. For someone whose job search is gated on whether an employer will sponsor a visa, a filter derived from actual sponsorship history is worth more than any amount of matching sophistication.
It is worth being precise about one thing early, because it determines whether the rest of this page is relevant to you at all. The service covers US roles only. This is stated plainly at the top of the App Store description — "Jobright currently lists U.S.-based roles only" — but it does not appear on the homepage, where nothing in the hero section suggests a geographic boundary. If you are searching for work outside the United States, the product does not currently serve you, regardless of how good the matching is.
Funding has been modest by the standards of the category and the company discloses it openly: $7.7 million raised to date, with the 2025 round led by Translink Capital and joined by HR Tech Investments, the venture arm affiliate of Indeed. That last detail is worth holding onto. A platform that aggregates listings from Indeed among other sources has an investor affiliated with Indeed. This is not a scandal — strategic investors are ordinary in this market — but it is a relationship a reader deserves to know about when evaluating where the listings come from and how durable that supply is. On scale, the company's own figures are the only ones it publishes; a third-party directory estimate of roughly 5.2 million monthly visits offers an outside reference point, though such figures are extrapolations rather than measured traffic.
The product is organised as a set of named surfaces rather than a single interface, and the homepage lists them explicitly: AI Agent, Resume AI, personalised job matches, one-click application autofill, job-specific tailored resumes, insider referrals and a 24/7 copilot called Orion. Understanding what each of these actually does, and where each stops, matters more than the names.
Job matching with a compatibility score. This is the foundation. Rather than presenting search results ranked by recency or keyword overlap, the system scores how well a given posting fits your background and surfaces the ones that score highly. TechCrunch's reporting described the mechanism as using large language models to interpret a candidate's experience and recommend roles beyond what they would have thought to search for, which is the meaningful part — the value is not in filtering a list you already know how to construct, but in surfacing roles you would not have queried. At the time of that reporting, 60% of users were engaging with the compatibility scoring daily, making it the most-used surface in the product.
Resume tailoring per posting. Rather than maintaining one resume, the system rewrites your resume against the specific requirements of an individual listing, adjusting emphasis and vocabulary to align with what that posting asks for. This is a rewriting and re-weighting layer applied to material you supply, not a resume builder that constructs a document from nothing.
One-click application autofill. The mechanical bottleneck in modern job hunting is that every applicant tracking system asks for the same twenty fields in a different order. Jobright fills these automatically across a wide range of ATS platforms, which is the feature reviewers most consistently praise even when they are critical of everything else — the same Google Play reviewer who called the matching layer worthless opened with "the auto-fill is great."
Insider referral suggestions. For a given company, the system attempts to identify people you have a plausible connection to who could route your application past the resume pile. The mechanism reported by TechCrunch is identifying alumni or former colleagues on LinkedIn who could pass your application along. This reflects a real dynamic in hiring: a referred application is handled differently from a cold one, and the hard part for most candidates is not writing the outreach but knowing whom to write to.
The AI Agent tier. This is the most aggressive claim on the site and deserves the most careful reading. The dedicated agent page describes the system as proactively matching roles, customising your resume and applying for you, with form-filling and submission tracking handled automatically. The headline figure attached is 90% Job Search Automation. What the agent page does not state anywhere is scope: which industries, which geographies, how many submissions per day, whether a human confirms before submission, what happens when a form cannot be completed. Those boundaries exist — independent reporting has documented them, and they are covered in the limitations section below — but you will not find them on the page making the claim.
The Orion copilot. A conversational assistant available continuously for career questions, company insights and job search planning, positioned as guidance rather than automation.
Model infrastructure. Independent reporting established that the service runs on models from OpenAI, Anthropic and Google alongside fine-tuned Llama-based models. This is a practical detail rather than a marketing one: it means the product is a multi-model orchestration layer rather than a wrapper over one vendor, and it means your resume content is processed by third-party model providers, which the privacy policy confirms directly.
Email integration. The privacy policy states that the company never uses Gmail data for advertising, does not sell it, and does not use it to train machine-learning models. The commitment itself is reassuring, but the more useful information is what it implies: the product reads your Gmail. That is how application status tracking works without manual entry — it watches for employer replies. This is disclosed only obliquely, through a promise about what the data is not used for.
Public job lists on GitHub. Outside the product proper, the company maintains a set of openly readable job lists on GitHub, organised by function — software engineering, product management, business analysis, design, marketing and more — updated automatically. These are genuinely used: the software engineering new-grad list alone carries 451 stars. It is an unusual distribution channel for a commercial job platform, and it functions as both a marketing surface and a real service to people who never sign up.
New graduates entering a saturated market. The GitHub new-grad lists and the product's own emphasis on entry-level roles both point at this group, and it is where the value proposition is strongest: candidates with thin resumes benefit disproportionately from a system that tells them which roles they plausibly qualify for, because the alternative is guessing.
Foreign workers who need visa sponsorship. This remains the sharpest differentiator. If your search is constrained by sponsorship, the USCIS-derived H-1B filter eliminates a category of wasted effort that no amount of resume polish would recover. Note, however, that the H-1B surface shows signs of reduced maintenance relative to the new-grad lists — detailed in the limitations section.
High-volume applicants in tech, education and government. The agent tier's documented coverage maps to these sectors. If your target roles fall inside them and you are applying at volume, the automation has the most room to save you time.
Career switchers who do not know what to search for. The strongest argument for score-based matching over keyword search is that a switcher does not yet know the vocabulary of the field they are entering. A system that infers plausible roles from your history addresses a problem that better search filters cannot.
Anyone drowning in application forms. Even the sharpest critics of the matching layer concede the autofill works. If your bottleneck is mechanical rather than strategic, that alone may justify the free tier.
Recruiters and hiring teams at growing companies. The employer side is a real business with public pricing, delivering vetted candidates on a weekly cadence with ATS synchronisation — a different product with a different buyer.
It fits best for US-based job seekers in white-collar functions, particularly technology, product, business analysis and adjacent roles where the index is deepest and reviewers report the strongest results.
It is unusually well suited to candidates requiring visa sponsorship, where the sponsorship-history filter addresses a constraint most competitors ignore entirely.
It suits new graduates and early-career candidates who benefit most from being told which roles they qualify for, and career switchers who lack the vocabulary to search effectively in a new field.
It works for high-volume applicants whose bottleneck is form-filling rather than strategy.
On the employer side, it targets small and growing companies without dedicated sourcing capacity, buying candidate delivery as a flat monthly service rather than staffing a recruiting function.
It is a poor fit for anyone outside the United States, for candidates in hospitality, food service, retail and similar hourly roles — a gap reviewers raise directly and the company has publicly acknowledged — and for senior executives, whose opportunities move through networks rather than public postings.
Jobright runs primarily as a web application, with native mobile apps on both major platforms and a browser extension supporting the autofill workflow.
The iOS app is published by Jobright Inc., is free to download, carries a 4+ content rating, requires iOS 13.0 or later and was still being updated in July 2026 — a maintenance cadence that suggests active investment rather than a checkbox mobile presence. On Android, the app listing shows the 50,000+ download band, an Everyone content rating, an update as recent as August 2026, and a data safety disclosure stating that data is encrypted in transit and that users can request deletion.
The critical availability constraint is geographic rather than technical: Jobright currently lists U.S.-based roles only. Every platform serves the same US-only index.
One further access note belongs here rather than in pricing, because it is a structural fact about the site: there is no publicly reachable job-seeker pricing page at all. The navigation link labelled Pricing resolves to the employer pricing page, and the paths a reader would reasonably try for job-seeker plans all return 404. Job seeker tier details are visible only after registration.
Free tier. The company describes its model as freemium, with the basic service free. Independent reporting characterises the free tier as offering the core features subject to usage limits, which matches the standard shape of this category.
Premium for job seekers. The company states that basic service is free and Premium runs at $30 per month, covering AI resume work, career coaching and deeper networking tools. Independent reporting has separately confirmed the same $30 monthly figure for unlimited premium access, which is why it appears here — a single vendor statement about price would be weaker evidence. Because no public job-seeker pricing page exists, current tier names, exact figures and what each tier includes should be confirmed inside the product at signup. Third-party blogs circulate various other figures for weekly, monthly and quarterly billing, but those could not be verified against any primary source and are therefore not repeated here.
Employer pricing. This is the only publicly listed price on the site, and it is specific: $499 per recruiter per month for a single active role, including sourcing, verification and outreach, delivery of 10 to 20 interview-ready candidates weekly, ATS synchronisation and the ability to reassign to a different role at any time. A two-week free trial covers one role and requires no credit card, with the first candidate batch delivered within 24 hours. Billing is a flat monthly fee per active role — there are no per-candidate charges, placement fees or salary commissions. An annual multi-role plan exists at custom pricing.
Billing terms. Subscriptions renew automatically unless cancelled, and payments are non-refundable except where the refund policy or law requires otherwise. Cancellation stops future renewals and normally takes effect at the end of the current paid period rather than immediately.
No. The service lists US-based roles only, as stated at the top of its App Store description. You can create an account from elsewhere, but the index contains no roles outside the US, so the matching has nothing relevant to work with.
Yes. The company describes basic service as free under a freemium model, and independent reporting confirms core features are available free subject to usage limits. Because there is no public job-seeker pricing page, the precise boundary between free and paid should be checked at signup.
The company states Premium is $30 per month, and independent reporting confirmed the same figure for unlimited premium access. Other figures circulate on third-party blogs but could not be verified against any primary source. Employer pricing is public and different: $499 per recruiter per month for one active role.
It does submit applications, but the scope is narrower than the marketing suggests. Reporting documented coverage limited to US positions in tech, education and government, with public effectiveness data drawn from roughly 200 testers over three weeks. Treat "90% automation" as a description of a well-covered case, not a guarantee.
Freshness varies because listings are aggregated from LinkedIn, Indeed and company career pages. Reviewers report roles being relisted after rejection and positions labelled remote that are not. Verify against the employer's own careers page before investing in an application.
The sample is large — 2,793 Trustpilot reviews plus 1,393 App Store ratings — which is well past the point of statistical noise. But Trustpilot discloses that the company holds a paid subscription and invites customers to review, and invited samples skew positive. The Google Play score of 4.6 across 648 reviews, where the most detailed critical reviews sit, is probably the more useful number.
The company collects a full professional profile and processes it through AI providers including OpenAI and Anthropic. It commits to not selling Gmail data or using it for model training, retains data no longer than six months past account termination, and supports deletion requests. Employers receive your information only when you apply, accept an invite, or enable visibility.
Nothing in the product announces it, but the risk is indirect: employers have raised concerns about low-quality automated applications generally, and generated resume text can contain awkward phrasing or misplaced claims that read as machine-written. Reviewing every generated line before it goes out is the practical safeguard.
You can cancel at any time through the subscription management page or by contacting support. Cancellation prevents future renewal charges and normally takes effect at the end of the current paid period rather than immediately, and payments are otherwise non-refundable. Because renewal is automatic, set a reminder ahead of your billing date.
Yes. It operates as Jobright Inc., a Delaware corporation with a Santa Clara operating address consistently listed across its legal pages and both app store developer profiles. It has disclosed $7.7 million in funding, received named-byline coverage in TechCrunch and The Register, and maintains actively-updated public repositories. Legitimacy is not the open question here — whether its coverage and match quality fit your particular search is.
