Beazatwork - Job analyzer

Beazatwork - Job analyzer BeazAtWork’s Job Analyzer is Ontario’s first ESA 2026 compliance tool for employers and job seekers.

Instantly scan job postings for Bill 149 requirements, catch gaps before posting, and verify compliance for any company hiring in Ontario.

09/29/2026

🎉 Can you score 8/8?

Test your knowledge of Ontario’s job-posting requirements with the FREE BeazAtWork Compliance Quiz.

✅ Eight quick questions
✅ No sign-up required
✅ Immediate score

Try it at beazatwork.com and share your score in the comments!

09/24/2026

Hiring in Ontario, Canada?

The BeazAtWork Compliance Kit brings the employer tools together in one package:

→ Unlimited job analyses during your subscription
→ Scores, missing information, advisories and employer recommendations
→ Compliant JD Template
→ Automatic validation
→ 45-day hiring decision notice tracking
→ Three-year record-retention tools
→ Word and PDF downloads

Designed for employers with 25 or more employees posting jobs in Ontario.

🎁 Offer available until October 9, 2026

Regular price: $199/month
First month: $99.99 with coupon
Renews at $199/month after the first month

Coupon code: BeazKit9999

Watch the video, then try it at beazatwork.com.

If you need one-to-one guidance, send me a message.

09/22/2026

Writing a job posting for a job in Ontario?

The BeazAtWork Compliant JD Template helps employers and HR professionals work through Ontario’s job-posting requirements.

Designed for employers covered by Ontario’s Employment Standards Act that have 25 or more employees.

🎁 Offer available until September 28, 2026

Regular one-time price: $129
With coupon: $79.99

Coupon code: Beaztemplate7999

Watch the video to see how it works, then try it at beazatwork.com.

If you need one-to-one guidance, send me a message. I’ll be happy to help.

09/17/2026

How much information is missing from the job postings you are considering?

The BeazAtWork Full Report provides a score, identifies missing information, and offers advisories and recommendations.

It includes unlimited job analyses during your monthly subscription.

🎁 Pay $5.99 for the first month until September 30, 2026.

Coupon code: BeazFull199

Watch the video to see how it works, then try it at beazatwork.com.

If you run into any issues, send me a message. I’ll be happy to help.

09/15/2026

🎉 Try the BeazAtWork Quick Report FREE until September 21.

Analyze a job posting for a job in Ontario:
1. Sign up with a personal or company email
2. Select the Quick Report
3. Use coupon code BeazQRFree
4. Paste the job description and select Analyze

Try it at beazatwork.com
If you run into any issues, send me a message. I’ll be happy to help.

06/23/2026

Before you spend hours rewriting your resume, check this 5 things first...

Ontario employers: if you interviewed someone for a publicly advertised role, you have 45 days to tell them whether a hi...
05/15/2026

Ontario employers: if you interviewed someone for a publicly advertised role, you have 45 days to tell them whether a hiring decision was made.

Phone, email, text, portal update. Any of those work. Silence doesn't.
Used a recruiter? Still your responsibility.

Multiple interviews less than 45 days apart? Clock starts after the last one. More than 45 days apart? You owe a notification after each.

This is the law. Not a best practice.

Report non-compliance: [email protected]

beazatwork.com

Some job postings never actually close. And yes, I notice.Same role. Same company. On repeat. For months. Sometimes year...
05/13/2026

Some job postings never actually close. And yes, I notice.

Same role. Same company. On repeat. For months. Sometimes years.
Ontario law now requires employers to state whether a posting is for an existing vacancy. If it is, say so. If it's not, say so.

To the companies in London that recently updated their postings. Well done. I've been tracking, and I saw. Whether it was the new legislation or a nudge from posts like mine, doesn't matter. Compliance is compliance.

But if the same role keeps getting reposted, the real question is why. Is it turnover? Is it culture? Is it a role that never actually gets filled?
Job seekers. That pattern is data. Use it.

Report non-compliant postings: [email protected] Report fraudulent postings: local police and the Canadian Anti-Fraud Centre at https://antifraudcentre-centreantifraude.ca/index-eng.htm

beazatwork.com/job-analyzer

Ontario employers keep mixing these up:Pay transparency = what you disclose in the job posting. Salary range, AI disclos...
05/08/2026

Ontario employers keep mixing these up:
Pay transparency = what you disclose in the job posting. Salary range, AI disclosure, vacancy type. New law, in force since Jan 1, 2026.
Pay equity = what you actually pay employees.

Female-dominated roles must be paid at least as much as comparable male-dominated ones. This law has been in force since 1987.

You can have a compliant posting and still violate pay equity. You can have great internal pay practices and still have non-compliant postings.

Both matter. They're separate obligations.

For posting compliance: beazatwork.com/job-analyzer

Think the job platform is responsible for a non-compliant posting? It's not.Under Ontario's ESA, if you use Indeed, Link...
05/06/2026

Think the job platform is responsible for a non-compliant posting?
It's not.
Under Ontario's ESA, if you use Indeed, LinkedIn, Monster, Glassdoor, Job Bank, or a staffing agency like Randstad, Robert Half, Hays, or Adecco to post on your behalf, your company is still responsible for compliance.

Salary range, AI disclosure, vacancy status, Canadian experience prohibition, candidate notification. All of it.

Platforms do have their own obligation: they must have a visible way for users to report fraudulent postings and a written policy on how they handle them.

Spot a fraudulent posting? Report to local police and the Canadian Anti-Fraud Centre: https://antifraudcentre-centreantifraude.ca/index-eng.htm
Spot a non-compliant posting? Report to [email protected]
beazatwork.com

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