What 157,000+ candidates want from their next role.
Based on real candidate conversations, this tool shows the perks that attract strong applicants, the dealbreakers that lose them, and how those preferences shift across seniority.
Explore the dataWhat candidates want
The strongest candidate signal in the dataset. The left side shows what pulls people into a process. The right side shows which conditions narrow your pool before a conversation even starts.
Top Perks
Top Dealbreakers
By seniority
One hiring narrative does not fit every level. Use the selector to see how the same perk or dealbreaker lands differently with directors, senior ICs, managers, and junior candidates.
Remote work
% of candidates by seniority level
What this means for hiring teams.
A few patterns stand out fast: senior candidates price in autonomy and equity, junior candidates optimise for mentorship, and rigid onsite requirements narrow your pool more than most teams expect.
Equity is the great seniority divider: 71.5% of Directors want it vs 34.3% of Juniors — the single biggest gap in the dataset.
Mentorship is the mirror image: 45.5% of Juniors want it vs 9.4% of Directors.
Senior ICs are the most remote-hungry (80.7%), Juniors the least (63.0%).
10.1% actually have fully remote as a dealbreaker — they want some office time.
52.5% mention startups but 43.2% specifically want scale-ups — startup energy with grown-up structure.
Only 3.9% say they hate micromanagement, but 17.8% want autonomy — same need, positive framing.
Now turn this into a better hiring brief.
Jill uses the same candidate signal to help you calibrate the role, sharpen the pitch, and surface people who are actually likely to engage with what you are hiring for.
Talk to JillWant to sharpen the job description as well? Try Job Description Compare