RemNavi is a remote job aggregator that scores every listing on the Real Remote Score, a public 100-point transparency rubric, then publishes the full rubric and the score distribution across the corpus so the pattern is auditable by anyone.
The Measurement Thesis
Most remote jobs aren't actually remote.
The corpus makes this visible. The score makes it measurable.
RemNavi indexes every listing it collects from 7 curated sources, scores each one on a public 100-point rubric, publishes the rubric, publishes the distribution of scores across the corpus, and discloses every financial relationship that could influence what we build or publish.
Employers self-label. Platforms don't verify. Candidates discover the mislabel on day three of the hiring process. RemNavi surfaces what the listings actually say — drawn from the employers' own published data — and makes the pattern legible at market scale.
Last reviewed: 2026-04-24 · Published by DField Kft., Hungary (Cg. 13-09-242182).
The Instrument
What we score
Every listing in the RemNavi index is scored on the Real Remote Score — a public five-pillar rubric that awards up to 100 points based on how much candidate-facing information the listing actually contains. The rubric is versioned. The weights are published. The code that applies it is the same code that powers the public RRS Checker.
Compensation
25 ptsDoes the listing disclose pay? In what range, in what currency, and is equity called out separately?
Location
25 ptsIs the geography explicit? Country list, timezone band, or single-city? "Fully remote" without qualifiers costs points.
Source
15 ptsDoes the listing link back to an employer-controlled career page, or only a third-party board?
Clarity
15 ptsAre responsibilities, seniority, and the hiring process described in candidate-usable detail?
Freshness
20 ptsHas the posting been re-confirmed by its source within the last 14 days?
Total
100 points
No hidden factors. Every point is traceable to a rubric clause.
Hybrid listings
Hybrid roles get a separate score
Some listings scraped by remote job boards aren't fully remote — they're hybrid, requiring a set number of days per week in a named office. Scoring these against a "real remote" rubric would dilute the rubric and mislead the reader. The Hybrid Transparency Score (HTS) is a parallel measurement applied only to listings the classifier flags as hybrid. It grades how clearly the employer discloses the terms of the hybrid arrangement — not whether the arrangement is "remote."
Days disclosed
30 ptsDoes the listing state how many days per week are required in the office? A specific number ("2 days a week onsite") scores full marks; vague language ("some days in-person") scores half.
Location disclosed
30 ptsWhich office? A named city or hub scores full marks. A region ("US-based", "EMEA") scores half. No location means the candidate cannot evaluate the commute.
Schedule disclosed
15 ptsAre the in-office days fixed, flexible, or employee-chosen? Compressed weeks, core hours, and async-first policies all count as disclosed schedule.
Relocation disclosed
15 ptsDoes the listing state whether candidates must already live near the office, whether relocation is offered, and who pays for it? Silence on this question costs points.
Source credibility
10 ptsEmployer-controlled ATS pages (Greenhouse, Lever, Ashby) score full marks. Third-party remote boards score partial marks because hybrid terms are often lost in syndication.
HTS total
100 points
Rendered separately from the Real Remote Score. HTS is never added to or blended with RRS — a hybrid listing is not fully remote, and our index says so.
Why we classify, not conflate.
Remote job boards index a surprising share of hybrid roles — in our current dataset, around half of listings that self-describe as "remote-friendly" are actually hybrid. Lumping them into the same score would make the Real Remote Score less useful, not more. Separating them lets each rubric measure what it actually measures: RRS for listings that should be fully remote, HTS for listings that shouldn't pretend to be.
The classifier runs on the listing title, location field, and description text. Full regex rules live in our published code repository (linked from the methodology footer). Like RRS, the classifier is versioned; the current cut is HTS v1.0.
Boundaries
What we don't score
The Real Remote Score measures listing quality — what the employer chose to publish. It does not measure employer quality. The distinction matters — especially for journalists and HR researchers citing our data.
We don't score whether the salary is fair.
We check whether the listing discloses a number. The number itself sits inside the employer's own compensation philosophy, which is out of scope. Our Market Index reports distribution data, not fairness judgments.
We don't score company culture.
A listing can score 100 at a company that is difficult to work for. Glassdoor, Blind, and personal networks are the right tools for that question. Confusing listing quality with culture quality is a common citation error — please don't.
We don't score hiring decisions.
We have no visibility into who is shortlisted, interviewed, or offered. We never stand in the application flow. Every click on RemNavi goes directly to the employer's own page.
We don't score employment outcomes.
Whether a role turns out to be truly flexible, truly remote, or truly as-advertised after signing is the employer's performance, not the listing's. We score the document, not the experience.
We don't score individual candidates.
RemNavi holds no candidate data. No accounts, no CV database, no tracking, no resale.
Independence
How the scoring stays independent
An index that takes money from the companies it indexes needs to publish what those relationships are. These are the specific commitments that keep that line intact at RemNavi — published, so they can be checked against our behaviour.
No paid rankings. No pay-to-score.
Real Remote Score is computed by the same rubric applied to every listing in the index, regardless of whether the employer has any commercial relationship with us. No company can pay to raise its score, lower a competitor's score, suppress a listing, or influence the weights. The rubric changes only through the versioned process described on our methodology page.
Featured Listings are advertising, not endorsement.
Employers can pay to promote placement of a listing on category and skill hubs. That placement does not alter the Real Remote Score, does not remove the score from display, and does not change the listing's ordering inside ranked views (Leaderboard, Market Index, RRS Checker results). Every featured unit carries the "Featured" label. If a Featured listing scores badly, its score is shown anyway.
Affiliate revenue — disclosed, firewall enforced.
RemNavi earns affiliate revenue from Employer-of-Record providers, payroll platforms, and job-aggregator partners. These relationships are disclosed. They never affect RRS or HTS scores, leaderboard position, ranked editorial, or coverage decisions. Where a named company in a ranked editorial piece is also an affiliate partner, that relationship is disclosed within that piece.
No candidate data sold or brokered.
RemNavi does not require accounts, does not collect CVs, and does not run a resume database. No candidate-side revenue stream — subscription, premium, lead-generation — exists, because it is incompatible with a no-accounts model and with our positioning as an independent index.
Editorial separation from commercial.
Market Index issues, guides, leaderboards, and corrections are produced under RemNavi Editorial and governed by the rules in our editorial policy. The commercial side — Featured Listings, employer pages — cannot review, edit, or delay editorial output. This separation is enforced by our publisher, DField Kft.
Outputs
What the score produces
The score is only useful if its output is public, citable, and structurally different from what anyone else publishes. These are the three load-bearing artefacts.
Artefact 1
Market Index
Quarterly numbered issue of the remote job market — corpus-wide score distribution, distribution tables, category shifts. Citable by journalists.
Artefact 2
Real Remote Score
The scored rating attached to every listing. Versioned rubric. Transparent weights. Regenerable from the listing text alone.
Artefact 3
Public RRS Checker
Paste any job listing — ours or elsewhere — and get the same score we'd assign inside the index. The rubric is the product; the tool is just the rubric running on an input you control.
Governance
If a company wants to contest a score
A score that can't be challenged becomes unreliable. Any employer can request a re-score of any listing associated with their careers page.
- Request a review at hello@remnavi.com, identifying the listing URL and the specific rubric pillar being challenged.
- Editorial re-applies the rubric to the current live listing. If our score was wrong under the live rubric, it is corrected and logged in the corrections register.
- If the score is correct, we explain which rubric clauses produced the result, and we point to what a future revision of the listing would need to contain to score higher. We do not change the score to reflect the employer's preference for a different score.
- All corrections are public. Material changes to any published Market Index issue are logged in the issue's own corrections section, dated, and not silently edited.
Full procedure: Editorial policy.
Publisher
Who maintains the index
RemNavi is produced by RemNavi Editorial under DField Kft., a Hungarian limited-liability company (Cg. 13-09-242182), not by any individual rights-holder.
- Publisher
- DField Kft.
- DField Korlátolt Felelősségű Társaság
- Registration
- Cg. 13-09-242182
- Tax ID HU32876217
- Registered address
- Torony köz 5. 1.ajtó
2120 Dunakeszi, Hungary - Division
- DField Contents
- Press contact
- press@remnavi.com
- Score appeals & corrections
- hello@remnavi.com
See also: About RemNavi · Press resources · Data collection methodology · Editorial policy
For Researchers & Journalists
Cite the score
Data and findings published by RemNavi are released under CC BY 4.0. Use them freely in articles, reports, academic work, and competitor research, with attribution.
For raw data files, embargoed issues, or interview requests: press@remnavi.com — we commit to a response within 4 business hours on UK/ET weekday mornings.