JobCop Weekly Ledger Recap: Score Movements and Averages

Weekly Ledger Breakdown: October 14, 2026

Another week passes on the hiring floor, and another dataset locks in. At JobCop, we track how employers treat the people who apply to them. No corporate spin, no recruiter press releases, and no benefit-of-the-doubt passes. We look purely at the numbers recorded on the Live Transparency Ledger.

As of October 14, 2026, the ledger covers exactly 118 graded US employers. Across that entire pool, the current average transparency score sits at 65.4 out of 100. A score of 65.4 is not an absolute disaster, but it is certainly nothing for hiring teams to boast about on professional networks. It represents an aggregate state where communication remains mediocre, processes stay partially obscured, and job seekers are left guessing more often than they should be.

Over the last seven days, candidate activity on the platform showed specific totals:

• Anonymous candidate reports filed in the last 7 days: 0
• Cases opened with Dep in the last 7 days: 0
• Total graded US employers on the ledger: 118
• Average transparency score across all graded employers: 65.4/100

When candidate reports drop to zero over a seven-day window, score movements freeze. The ledger relies on incoming, verifiable candidate experience inputs to push employer scores up or drag them down. Without fresh inputs, scores hold steady at their established baseline.

Employers Sitting at the Top

Holding the highest marks on the ledger requires consistency in how an applicant tracking system is maintained and how candidates are processed. The current top-graded US employers on the platform represent the upper crust of our 118 graded companies.

At the top of the list is Defenseunicorns, leading all tracked US employers with a transparency score of 76 out of 100. Close behind is Koboldmetals, holding a score of 75. A four-way tie occupies the next slot, with Pindropsecurity, Imafinancialgroup, Codeandtheory, and Nuro all recording a transparency score of 74 out of 100.

For these top performers, specific metrics like individual ghost rates and median response days are currently recorded as n/a%. While the overall pillar calculations sustain their higher scores based on hygiene, responsiveness structure, and platform activity metrics, the absence of specific response-day baselines highlights where further candidate logging is needed.

Employers Holding Up the Bottom

On the opposite end of the spectrum sit the lowest graded US employers currently tracked on the ledger. These scores reflect structural drag in applicant processing, poor candidate sentiment indicators, or minimal ATS hygiene.

The lowest score on the board belongs to Picktrace, coming in with a transparency score of 50 out of 100. Epsilon3 sits slightly above them at a score of 52. Two companies share a score of 53: Cority and Clickhouse. Osedea follows with a score of 54, and Project Healthy Minds rounds out the bottom group with a score of 55 out of 100.

Just like the top group, these lower-tier entries currently reflect ghost rates of n/a% and median response times of n/a days. A score of 50 out of 100 indicates that half of the measured framework criteria are falling short. When companies operate in the low 50s, candidates typically face black-hole application flows, delayed updates, or dead-end candidate portals.

The Need for Real Candidate Data

A ledger is only as sharp as the data fed into it. With 0 anonymous candidate reports filed and 0 cases opened with Dep over the last week, the data remains static. Employers do not improve their hiring behavior out of goodwill. They adjust when their operational realities are measured publicly and objectively.

If you applied to an employer this week—whether they responded in two days or ghosted you after three interviews—logging that experience changes the board.

Check the latest company scores on the Live Transparency Ledger at https://jobcop.app/ledger and log your recent application experiences by filing a report at https://jobcop.app/patrol.