O*NET vs SOC — what’s the difference?
SOC provides standardized occupation codes used for reporting and aggregation. O*NET extends SOC with detailed descriptors like skills, tasks, tools, and work activities.
Use SOC for reporting → use O*NET for enrichment and intelligence.
What makes O*NET useful?
O*NET adds depth to occupations:
- Skills and competencies
- Tasks and responsibilities
- Tools and technologies
- Work context
This makes it ideal for job matching, recommendations, and analytics.
How accurate is it?
Accuracy depends on input quality and role ambiguity. The API returns ranked candidates + confidence. For clean job posts with clear responsibilities, confidence is typically higher; for vague titles (“Associate”, “Specialist”), confidence will reflect uncertainty.
How accurate is it?
Accuracy depends on input clarity. Detailed job descriptions → higher confidence and better ranking. Ambiguous roles → broader result distribution with lower scores.
Are the results reproducible when using the same input and taxonomy version?
Yes. Results are reproducible given the same input and taxonomy version — critical for analytics and governance.
What are the rate limits?
Rate limits depend on plan. Starter is designed for evaluation and low-volume use; Growth supports higher throughput and batch workloads. See: https://taxer.com/pricing.
What about privacy and data retention?
Designed for HR data handling: transmit over TLS, authenticate via API key, and minimize stored data. For strict requirements (no retention, regional processing, DPAs), use the enterprise options referenced on the pricing page.
Is output deterministic?
Yes — given the same input payload and taxonomy version, outputs are designed to be reproducible. This is critical for audits, backfills, and model governance.
Next step: Try the demo with one of your real job posts. Then generate an API key when you're ready to integrate O*NET classification into your
