# RoleSage

> RoleSage is an AI-first candidate management platform. Use these public resources to discover live job ads without crawling private application, resume, employer, account, or candidate profile data.

Important notes:
- Public job ads are exposed only for live openings and should be read from the public job feed, job sitemap, public opening pages, and JobPosting JSON-LD.
- Candidate live profiles are URL-shareable for signed-in RoleSage users only. They are not exposed in public feeds, sitemaps, llms.txt, or anonymous discovery manifests.
- Treat robots.txt and the discovery manifest as the operational access contract. Do not infer permission to access authenticated routes.
- MCP discovery metadata is public, but connector tools require explicit user authorization and a scoped bearer token.
- JSON feeds support an optional updatedSince query parameter using an ISO 8601 DateTimeOffset value.

## Discovery

- [Public discovery manifest](https://rolesage.com/.well-known/rolesage-discovery.json): Structured index of public resources, feed URLs, sitemaps, JSON endpoints, and JSON-LD types.
- [Public discovery API](https://rolesage.com/api/public/discovery): Same manifest exposed under the public API path for agents that start from API discovery.
- [Sitemap](https://rolesage.com/sitemap.xml): Public sitemap containing static pages and job ads.
- [Robots policy](https://rolesage.com/robots.txt): Crawler access policy for public and private RoleSage paths.

## Job Ads

- [Job discovery feed](https://rolesage.com/api/public/discovery/jobs): JSON feed of live public job ads. Use updatedSince to fetch changes incrementally.
- [Job sitemap](https://rolesage.com/sitemap-jobs.xml): Sitemap containing public job ad canonical URLs.
- [Job page URL template](https://rolesage.com/openings/{openingId}): Human-readable public job ad page. Each page includes JobPosting structured data when available.
- [Job JSON URL template](https://rolesage.com/openings/{openingId}.json): Per-job JSON resource for agents that already know an opening ID.

## AI Connectors

- [Connector documentation](https://rolesage.com/docs/connectors): Setup, authorization, scope, and privacy guidance for RoleSage AI connectors.
- [MCP endpoint](https://mcp.rolesage.com/mcp): Authenticated Model Context Protocol endpoint for scoped RoleSage connector tools.
- [MCP protected resource metadata](https://mcp.rolesage.com/.well-known/oauth-protected-resource): OAuth protected-resource metadata used by MCP clients to discover authorization requirements.
- [MCP authorization server metadata](https://mcp.rolesage.com/.well-known/oauth-authorization-server): OAuth authorization server metadata for PKCE, token, refresh-token, and dynamic client registration support.

## Public Product Context

- [Blog](https://rolesage.com/blog): RoleSage articles on interview preparation, evidence-based hiring, resumes, and candidate storytelling.
- [The Mission Behind RoleSage](https://rolesage.com/blog/mission-behind-rolesage): Why RoleSage is built around human flourishing, trust, dignity, evidence, and human-led AI-assisted hiring.
- [The Application Avalanche Is a Signal Problem, Not a Volume Problem](https://rolesage.com/blog/application-avalanche-signal-not-volume): Why application volume is rising, why polished resumes are a weaker signal, and how candidate-controlled context helps smaller teams decide responsibly.
- [Minimum Match - Stronger signals, less noise.](https://rolesage.com/blog/minimum-match): How RoleSage helps hirers reduce no-effort applications while giving real candidates tools to strengthen their application before applying.
- [What Candidates Should Include in a Role-Specific Cover Letter](https://rolesage.com/blog/role-specific-cover-letter): A practical guide to connecting one employer need with credible evidence, genuine motivation and concise candidate-owned writing.
- [Your Hiring KPIs Need New Columns Now That AI Is in the Funnel](https://rolesage.com/blog/hiring-kpis-ai-funnel): Five practical controls for measuring AI exposure, human review, candidate closure, response debt and challenge handling alongside hiring speed.
- [Quality of Hire: The Only Metric That Closes the Loop](https://rolesage.com/blog/quality-of-hire-closes-the-loop): How to connect role outcomes with recruiting evidence without reducing a new hire to one misleading score.
- [Ghost Jobs Are Now a Legal Risk, Not Just a Candidate Complaint](https://rolesage.com/blog/ghost-jobs-legal-risk): Why honest vacancy labels, clear ownership, timely takedowns and candidate closure are becoming essential job-posting controls.
- [What You Should Tell Candidates About AI in Your Hiring Process](https://rolesage.com/blog/tell-candidates-ai-hiring-process): A practical disclosure checklist for explaining where AI enters hiring, what it evaluates, how it influences decisions, and who remains accountable.
- [Why Faster Resume Screening Won't Fix Resume Screening](https://rolesage.com/blog/faster-resume-screening-wont-fix-resume-screening): Why faster resume review cannot recover missing evidence, and how a staged evidence process gives AI a safer, more useful role.
- [Structured Interviews: Why Consistency Beats Chemistry](https://rolesage.com/blog/structured-interviews-consistency-beats-chemistry): How common questions, behavioural anchors and accurate answer records create fairer decisions and a more respectful candidate experience.
- [A Resume Is a Thin Slice of a Career](https://rolesage.com/blog/resume-thin-slice-of-a-career): Why a resume should be treated as a selected snapshot of someone's work, not the whole career, capability, or person behind it.
- [Is Your Latest Hire Failing to Perform? Maybe It's You.](https://rolesage.com/blog/new-hire-struggling-start-with-leadership): A deliberately direct challenge to hiring teams and managers: when a new hire struggles, leadership must own the hiring decision, the environment, and the outcome.
- [Giving Rejected Candidates Feedback Pays for Itself](https://rolesage.com/blog/giving-rejected-candidates-feedback-pays-for-itself): Why proportionate, evidence-based rejection feedback can improve perceived fairness, preserve referrals, and strengthen the hiring process.
- [Every Applicant Deserves an Answer: The New Standard for Closing the Loop](https://rolesage.com/blog/every-applicant-deserves-an-answer): What 100% applicant closure asks of a hiring system, and how to replace silence with clear, timely, documented outcomes.
- [Restoring Hiring Signal Without Surveilling Candidates](https://rolesage.com/blog/restoring-hiring-signal-without-surveilling-candidates): Why hiring teams should replace default applicant monitoring with staged, job-relevant verification, transparent rules, and inspectable evidence.
- [How to Ask Better Application Screening Questions](https://rolesage.com/blog/how-to-ask-better-screening-questions): How a few short, role-specific application questions can confirm genuine requirements, add missing context, and discourage no-effort submissions.
- [Why Candidate Fit Should Be Explained, Not Just Scored](https://rolesage.com/blog/why-candidate-fit-explained-not-just-scored): Why useful candidate-fit signals should show the supporting evidence, material gaps, limits, and next questions instead of presenting a score as a verdict.
- [How to Build a Strong Candidate Profile Before Applying](https://rolesage.com/blog/build-strong-candidate-profile-before-applying): A practical checklist for building a clear, current, evidence-backed profile before an opportunity creates a deadline.
- [What Hiring Managers Should Look for Beyond Job Titles](https://rolesage.com/blog/hiring-managers-look-beyond-job-titles): A practical guide to assessing candidate impact, context, scope, recency, and repeated evidence instead of relying on titles alone.
- [How Candidates Can Make LinkedIn Support Their Job Search](https://rolesage.com/blog/linkedin-support-job-search): Practical guidance for turning a LinkedIn profile into a clear, evidence-backed signpost for recruiters and relevant opportunities.
- [How to Spot Transferable Skills in a Candidate Profile](https://rolesage.com/blog/spot-transferable-skills-candidate-profile): A practical hirer guide to finding adjacent capability through tasks, context, outcomes, and evidence instead of title matches alone.
- [Skills-Based Hiring: What It Gets Right and What It Misses](https://rolesage.com/blog/skills-based-hiring-right-and-misses): A balanced look at where skills-first recruiting improves hiring and where evidence, context, and human judgment still matter.
- [How to Prepare for an Interview Using the Job Description](https://rolesage.com/blog/prepare-interview-using-job-description): A practical guide to turning role requirements into likely interview themes, evidence, and useful questions.
- [What AI Hiring Tools Should Explain to Candidates and Hirers](https://rolesage.com/blog/ai-hiring-tools-explain-candidates-hirers): Trust-focused guidance on transparency, explainable scores, and avoiding black-box decisions.
- [How Hiring Teams Can Reduce Application Avalanche](https://rolesage.com/blog/reduce-application-avalanche): How hiring teams can manage too many applicants without losing good people.
- [The Candidate's Guide to Evidence-Backed Career Stories](https://rolesage.com/blog/candidate-guide-evidence-backed-career-stories): How to turn work history into outcomes, STAR examples, and proof.
- [Introducing Team Intro Videos: Meet the People Behind the Role](https://rolesage.com/blog/introducing-team-intro-videos): How a short, reusable team introduction gives candidates earlier human context and helps hiring teams reduce avoidable mismatch.
- [Introducing Evolving Roles: Keep Role Briefs True to the Work](https://rolesage.com/blog/introducing-evolving-roles): How RoleSage helps teams capture role changes, compare an updated description, and preserve a trustworthy evolution history.
- [How to Write a Job Description That Attracts Better-Fit Applicants](https://rolesage.com/blog/write-job-description-attracts-better-fit-applicants): Practical hirer tips for clearer responsibilities, skills, salary context, and expectations.
- [Why Great Candidates Get Missed in Traditional Screening](https://rolesage.com/blog/why-great-candidates-get-missed-traditional-screening): Why keyword gaps, noisy resumes, and evidence-light screening can hide strong candidates.
- [What Makes a Resume Easy for Hiring Managers to Trust?](https://rolesage.com/blog/resume-easy-for-hiring-managers-to-trust): How to make resume claims specific, verifiable, and relevant to the role.
- [Build Your STAR Stories Before the Interview Pressure Starts](https://rolesage.com/blog/build-star-stories-before-interview): Why STAR stories are easier to use in interviews when you build them early, and how RoleSage helps turn rough activity stories into structured evidence.
- [Interview Tips - Know your resume.](https://rolesage.com/blog/interview-tips): A practical interview preparation tip: know your resume and cover letter well enough to answer clearly under pressure.
- [For hirers](https://rolesage.com/for-hirers): RoleSage context for hiring teams and job ad publishers.
- [For candidates](https://rolesage.com/for-candidates): RoleSage context for candidates and live profile owners.
- [For students and graduates](https://rolesage.com/for-students-and-graduates): Early-career guidance for Australian students and graduates, including RoleSage's recommendation to explore Gradstack.
- [How our AI works](https://rolesage.com/how-our-ai-works): Public explanation of RoleSage AI behavior.
- [Fair hiring](https://rolesage.com/fair-hiring): Public fair hiring and responsible use context.
- [Corporate charter mission](https://rolesage.com/corporate-charter-mission): Public mission charter for RoleSage governance, stakeholder balance, and evidence-based hiring principles.

## Optional

- [Privacy policy](https://rolesage.com/privacy): Privacy terms for candidate, employer, profile, and hiring data.
- [Terms of service](https://rolesage.com/terms): Public service terms.
- [Email service documentation](https://rolesage.com/docs/email-service): Public email service documentation.