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We are the people who pick up the phone.

Applying for work in America is a black hole. Herald exists because the fix isn't more listings — it's telling people the truth earlier, and then answering when they call.

Illustration of nine workers standing in a row: a warehouse associate, a nurse, a driver, an IT technician, an electrician, a production operator, a forklift operator, a mechanic and a team lead — The people we brief employers about. Warehouse, healthcare, transport, IT, the trades, production and the shift leads who run them.

Leadership

Who decides what we won't do

Most of what makes Herald different is a refusal: a brief we won't publish, a client we'll drop. Each of these five owns one of those decisions, printed under their name.

Benjamin Kuntz, Founder & Chief Executive — Benjamin KuntzFounder & Chief Executive Set the rule that no brief goes up without a pay range, and turns down the work that won't meet it.

Frank Ostrowski, Chair of the Board — Frank OstrowskiChair of the Board Thirty years hiring for warehouses and plants. Signs off the employer terms and the grounds for removing a client.

Marisol Reyes, Chief Operating Officer — Marisol ReyesChief Operating Officer Owns the promise that a person calls you back — matched or not — and staffs the team that does it.

Sam Whitfield, Chief Technology Officer — Sam WhitfieldChief Technology Officer Owns matching and the date on every brief. Decides what we will and won't infer about you from what you typed.

Alison Pike, General Counsel & Chief Privacy Officer — Alison PikeGeneral Counsel & Chief Privacy Officer Owns consent, removals and the list of what never leaves us. Has the authority to stop a release.

If a promise on this site gets broken, you can see whose it was and tell us. We won't ask you to trust an anonymous website with your phone number.

The line on the wall is the one every other promise hangs off. It is the first thing an employer sees on the way in to brief us.

The problem is not a shortage of listings.

Candidates send forty applications and hear back from two. Employers post one role and get four hundred applications, most of them irrelevant. Both sides are drowning in volume and starved of information.

Nobody knows what a role pays, whether it is still open, or whether they are candidate four or four hundred. So people spray applications everywhere, because that is the only rational response to being kept in the dark.

Two people at plain desks taking notes beside a landline telephone — No chatbot. Someone writes it down and calls you back.

Commitments

What we commit to

Six things, each one checkable. See how the process works.

We won't publish a brief without a pay range

If an employer won't tell us what they'll pay, we don't run the role. No exceptions, no "competitive salary".
Every brief carries the date we last confirmed it

Not the date it was posted. The date a human checked it was still open.
You fill in one form, once

No account, no password, no resume, no cover letter, no app to download.
Candidates never pay us anything

Not a fee, not a deposit, not for training or equipment or a background check. Ever.
We only pass you to employers hiring your field, in your state

We don't sell your details to advertisers and we don't hand them to anyone with an unrelated pitch.
You can leave with one click

One link, no phone call, no retention script. Removal within 15 business days.

Boundaries

What we are not

Four things people reasonably assume, and none of them are true of us.

Not a job board

We don't sell employers exposure and leave you to sort the flood.
Not a staffing agency

We don't employ you and we never take a cut of your pay.
Not free for employers

They pay us, which is exactly why you don't.
Not an algorithm you have to game

A person reads your details before an employer ever sees them.