Key Terms Every Job Seeker Should Know Before Starting a Search

Why Hiring Vocabulary Matters

Walking into a job search without knowing the terminology is like navigating a city without a map. Recruiters, job postings, and HR portals all use specific language that shapes how opportunities are filtered, evaluated, and offered. When you understand that language, you can write stronger applications, ask sharper interview questions, and negotiate with confidence.

This glossary focuses on the terms you are most likely to encounter before and during your search — from application technology to compensation structures. For a broader look at how today's hiring environment works, see The Modern Job Search: What Has Changed and What Still Works.

Application and Screening Terms

Most large employers route applications through automated systems before a human ever reads them. Understanding how these tools work helps you tailor materials that actually get seen.

Applicant Tracking System (ATS) — Software that collects, sorts, and ranks incoming résumés based on keyword matching, formatting rules, and other filters set by the employer. A résumé that is not ATS-friendly may never reach a recruiter even if the candidate is highly qualified.

Boolean search — A method of combining keywords using operators such as AND, OR, and NOT to refine results in job boards or LinkedIn. Recruiters use Boolean strings to find candidates; savvy job seekers use the same logic to locate relevant postings quickly.

Passive candidate — Someone who is currently employed and not actively looking but is open to the right opportunity. Recruiters proactively reach out to passive candidates, so maintaining an up-to-date online profile matters even when you are not searching.

Requisition (req) — The internal approval to hire for a specific role. A job posted externally corresponds to an open req; when a req is closed, the posting disappears regardless of how many applicants remain under review.

Offer and Compensation Terms

Compensation conversations are easier when you already know what each term means. Misunderstanding an offer element — or not knowing to ask about one — can cost you meaningful value.

Compensation band (comp band) — The minimum, midpoint, and maximum salary an employer has set for a given role or level. Many companies will not reveal their band, but some states now require salary ranges to be posted. Knowing the band helps you understand where a specific offer sits and how much room exists to negotiate.

Total compensation — Everything of monetary value in an employment package: base salary, bonuses, equity, benefits, retirement contributions, and perks. Two offers with the same base salary can differ substantially in total compensation.

Sign-on bonus — A one-time payment made when you accept an offer, often used to offset unvested equity or benefits you leave behind at a previous employer. Sign-on bonuses frequently include clawback clauses requiring repayment if you leave within a set period.

At-will employment — The default employment arrangement in most U.S. states, meaning either party can end the working relationship at any time and for any legal reason without advance notice. Exceptions include contracts, collective bargaining agreements, and certain legal protections.

Once you have accepted a role and are planning your next steps, the terminology shifts toward workplace and development language — covered in depth in The Professional's Reference: Key Workplace Terms Everyone Should Know.