Employee-Reviews Description Context Over 67k employee reviews for Google, Amazon, Facebook, Apple, and Microsoft

Content This dataset contains employee reviews separated into the following categories:

Index: index Company: Company name Location : This dataset is global, as such it may include the country's name in parenthesis [i.e "Toronto, ON(Canada)"]. However, if the location is in the USA then it will only include the city and state[i.e "Los Angeles, CA" ] Date Posted: in the following format MM DD, YYYY Job-Title: This string will also include whether the reviewer is a 'Current' or 'Former' Employee at the time of the review Summary: Short summary of employee review Pros: Pros Cons: Cons Overall Rating: 1-5 Work/Life Balance Rating: 1-5 Culture and Values Rating: 1-5 Career Opportunities Rating: 1-5 Comp & Benefits Rating: 1-5 Senior Management Rating: 1-5 Helpful Review Count: A count of how many people found the review to be helpful Link to Review : This will provide you with a direct link to the page that contains the review. However it is likely that this link will be outdated NOTE: 'none' is placed in all cells where no data value was found.

Acknowledgements This data was scraped from Glassdoor

3 Inspiration To inspire people to create ML models to search for meaningful trends within this dataset

This Google for Jobs API dataset provides comprehensive real-time job listing data directly from Google's job search engine. It includes detailed job information such as titles, descriptions, requirements, salaries, locations, employer details, and application links. The data aggregates listings from major job boards, company websites, and recruiting platforms that appear in Google for Jobs search results. Users can leverage this API for building job search applications, conducting employment market research, salary analysis, and career development tools. The API supports advanced filtering by location, job type, experience level, salary range, and company size. Whether you're developing a recruitment platform, job board, or workforce analytics tool, this Google for Jobs API provides current and reliable employment data directly from Google's comprehensive job search index.

This dataset contains current and historical demographic data on Google's workforce since the company began publishing diversity data in 2014. It includes data collected for government reporting and voluntary employee self-identification globally relating to hiring, retention, and representation categorized by race, gender, sexual orientation, gender identity, disability status, and military status. In some instances, the data is limited due to various government policies around the world and the desire to protect Googler confidentiality. All data in this dataset will be updated yearly upon publication of Google’s Diversity Annual Report . Google uses this data to inform its diversity, equity, and inclusion work. More information on our methodology can be found in the Diversity Annual Report. This public dataset is hosted in Google BigQuery and is included in BigQuery's 1TB/mo of free tier processing. This means that each user receives 1TB of free BigQuery processing every month, which can be used to run queries on this public dataset. Watch this short video to learn how to get started quickly using BigQuery to access public datasets. What is BigQuery .

This project uses a dataset called HR_capstone_dataset.csv. It represents 10 columns of self-reported information from employees of a fictitious multinational vehicle manufacturing corporation.

The dataset contains:

14,999 rows – each row is a different employee’s self-reported information

This dataset has as its primary data source, the Kaggle dataset:

-HR Analytics Job Prediction (CC0: Public Domain, made available by Faisal Qureshi) - Link: (https://www.kaggle.com/datasets/mfaisalqureshi/hr-analytics-and-job-prediction/data)

Job Postings Data for Talent Acquisition, HR Strategy & Market Research Canaria’s Job Postings Data product is a structured, AI-enriched dataset that captures and organizes millions of job listings from leading sources such as Indeed, LinkedIn, and other recruiting platforms. Designed for decision-makers in HR, strategy, and research, this data reveals workforce demand trends, employer activity, and hiring signals across the U.S. labor market and enhanced with advanced enrichment models.

The dataset enables clients to track who is hiring, what roles are being posted, which skills are in demand, where talent is needed geographically, and how compensation and employment structures evolve over time. With field-level normalization and deep enrichment, it transforms noisy job listings into high-resolution labor intelligence—optimized for strategic planning, analytics, and recruiting effectiveness.

Use Cases: What This Job Postings Data Solves This enriched dataset empowers users to analyze workforce activity, employer behavior, and hiring trends across sectors, geographies, and job categories.

Talent Acquisition & HR Strategy • Identify hiring trends by industry, company, function, and geography • Optimize job listings and outreach with enriched skill, title, and seniority data • Detect companies expanding or shifting their workforce focus • Monitor new roles and emerging skills in real time

Labor Market Research & Workforce Planning • Visualize job market activity across cities, states, and ZIP codes • Analyze hiring velocity and job volume changes as macroeconomic signals • Correlate job demand with company size, sector, or compensation structure • Study occupational dynamics using AI-normalized job titles • Use directional signals (job increases/declines) to anticipate market shifts

HR Analytics & Compensation Intelligence • Map salary ranges and benefits offerings by role, location, and level • Track high-demand or hard-to-fill positions for strategic workforce planning • Support compensation planning and headcount forecasting • Feed job title normalization and metadata into internal HRIS systems • Identify talent clusters and location-based hiring inefficiencies

What Makes This Job Postings Data Unique

AI-Based Enrichment at Scale • Extracted attributes include hard skills, soft skills, certifications, and education requirements • Modeled predictions for seniority level, employment type, and remote/on-site classification • Normalized job titles using an internal taxonomy of over 50,000 unique roles • Field-level tagging ensures structured, filterable, and clean outputs

Salary Parsing & Compensation Insights • Parsed salary ranges directly from job descriptions • AI-based salary predictions for postings without explicit compensation • Compensation patterns available by job title, company, and location

Deduplication & Normalization • Achieves approximately 60% deduplication rate through semantic and metadata matching • Normalizes company names, job titles, location formats, and employment attributes • Ready-to-use, analysis-grade dataset—fully structured and cleansed

Company Matching & Metadata • Each job post is linked to a structured company profile, including metadata • Records are cross-referenced with LinkedIn and Google Maps to validate company identity and geography • Enables aggregation at employer or location level for deeper insights

Freshness & Scalability • Updated hourly to reflect real-time hiring behavior and job market shifts • Delivered in flexible formats (CSV, JSON, or data feed) and customizable filters • Supports segmentation by geography, company, seniority, salary, title, and more

Who Uses Canaria’s Job Postings Data • HR & Talent Teams – to benchmark roles, optimize pipelines, and compete for talent • Consultants & Strategy Teams – to guide clients with labor-driven insights • Market Researchers – to understand employment dynamics and job creation trends • HR Tech & SaaS Platforms – to power salary tools, job market dashboards, or recruiting features • Economic Analysts & Think Tanks – to model labor activity and hiring-based economic trends • BI & Analytics Teams – to build dashboards that track demand, skill shifts, and geographic patterns

Summary Canaria’s Job Postings Data provides an AI-enriched, clean, and analysis-ready view of the U.S. job market. Covering millions of listings from Indeed, LinkedIn, other job boards, and ATS sources, it includes detailed job attributes, inferred compensation, normalized titles, skill extraction, and employer metadata—all updated hourly and fully structured.

With deep enrichment, reliable deduplication, and company matchability, this dataset is purpose-built for users needing workforce insights, market trends, and strategic talent intelligence. Whether you're modeling skill gaps, benchmarking compensation, or visualizing hiring momentum, this dataset provides a complete toolkit for HR and labor intelligence.

About Canaria Inc. ...

This dataset contains data of different ethnicities and their representation in big tech companies like Google, Meta, Netflix etc.

Sources This dataset has been taken from Statista. Usually, there are tech diversity reports by different companies and they provide this data.

Inspiration The inspiration for this dataset was to explore the diversity amongst different ethnicities, BIPOC (Black Indigenous People Of Color), and their representation in various technical and non-technical roles. The intention is to collect different diversity datasets from big tech companies and explore the trends in their representation.

AI Agent Employee Agent Meta and Traffic Dataset in AI Agent Marketplace | AI Agent Directory | AI Agent Index from DeepNLP

This dataset is collected from AI Agent Marketplace Index and Directory at http://www.deepnlp.org, which contains AI Agents's meta information such as agent's name, website, description, as well as the monthly updated Web performance metrics, including Google,Bing average search ranking positions, Github Stars, Arxiv References, etc. The dataset is helpful for… See the full description on the dataset page: https://huggingface.co/datasets/DeepNLP/ai-agent-employee.

US Covid-19 Cases, Deaths and Mobility by State/County

Analyzing the Impact of the Pandemic on Low-Income Populations

By Liz Friedman [source]

About this dataset

Welcome to the Opportunity Insights Economic Tracker! Our goal is to provide a comprehensive, real-time look into how COVID-19 and stabilization policies are affecting the US economy. To do this, we have compiled a wide array of data points on spending and employment, gathered from several sources.

This dataset includes daily/weekly/monthly information at the state/county/city level for eight types of data: Google Mobility; Low-Income Employment and Earnings; UI Claims; Womply Merchants and Revenue; as well as weekly Math Learning from Zearn. Additionally, three files- Accounting for Geoids-State/County/City provide crosswalks between geographic areas that can be merged with other files having shared geographical levels.

Our goal here is to enable data users around the world to follow economic conditions in the US during this tumultuous period with maximum clarity and precision. We make all our datasets freely available so if you use them we kindly ask you attribute our work by linking or citing both our accompanying paper as well as this Economic Tracker at https://tracktherecoveryorg By doing so you are also agreeing to uphold our privacy & integrity standards which commit us both to individual & business confidentiality without compromising on independent nonpartisan research & policy analysis!

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How to use the dataset

This dataset provides US COVID-19 case and death data, as well as Google Community Mobility Reports, on the state/county level. Here is how to use this dataset:

• Understand the file structure: This dataset consists of three main files: 1) US Cases & Deaths by State/County, 2) Google Community Mobility Reports, and 3) Data from third-parties providing small business openings & revenue information and unemployment insurance claim data (Low Inc Earnings & Employment, UI Claims and Womply Merchants & Revenue).
• Select your Subset: If you are interested in particular types of data (e.g., mobility or employment), select the corresponding files from within each section based on your geographic area of interest – national, state or county level – as indicated in each filename.
• Review metadata variables: Become familiar with the provided variables so that you can select which ones you need to explore further in your analysis. For example, if analyzing mobility trends at a city level look for columns such as ‘Retailer_and_recreation_percent_change’ or ‘Transit Stations Percent Change’; if focusing on employment decline look for columns such pay or emp figures that align with industries of interest to you such as low-income earners (emp_{inclow},pay_{inclow}).
• Unify dateformatting across row values : Convert date formats into one common unit so that all entries have consistent formatting if necessary; for exampe some entries may display dates using YYYY/MM/DD notation while others may use MM//DD//YY format depending on their source datasets; make sure to review column labels carefully before converting units where needed..

• Merge datasets where applicable : Utilize GeoID crosswalks to combine multiple sets with same geographical coverageregionally covering ; example might be combining low income earnings figures with specific county settings by reference geo codes found in related documents like GeoIDs-County .
  6 . Visualise Data : Now that all the different measures have been reviewed can begin generating charts visualize findings . This process may include cleaning up raw figures normalizing across currency formats , mapping geospatial locations others ; once ready create bar graphs line charts maps other visual according aggregate output desired Insightful representations at this stage will help inform concrete policy decisions during outbreak recovery period..

  Remember to cite

Research Ideas

• Estimating the Impact of the COVID-19 Pandemic on Small Businesses - By comparing county-level Womply revenue and employment data with pre-COVID data, policymakers can gain an understanding of the economic impact that COVID has had on local small businesses.
• Analyzing Effects of Mobility Restrictions - The Google Mobility data provides insight into geographic areas where...

This large dataset (+8 million obs) contains job descriptions and rankings among various criteria such as work-life balance, income, culture, etc.

This data set complements the Glassdoor dataset located [here].(https://www.kaggle.com/datasets/davidgauthier/glassdoor-job-reviews)

Please cite as: https://scholar.google.com/citations?view_op=view_citation&hl=en&user=FQstpaoAAAAJ&citation_for_view=FQstpaoAAAAJ:UebtZRa9Y70C

Glassdoor Reviews Glassdoor produces reports based upon the data collected from its users, on topics including work–life balance, CEO pay ratios, lists of the best office places and cultures, and the accuracy of corporate job searching maxims. Data from Glassdoor has also been used by outside sources to produce estimates on the effects of salary trends and changes on corporate revenues. Glassdoor also puts the conclusions of its research of other companies towards its company policies. In 2015, Tom Lakin produced the first study of Glassdoor in the United Kingdom, concluding that Glassdoor is regarded by users as a more trustworthy source of information than career guides or official company documents.

Features The columns correspond to the date of the review, the job name, the job location, the status of the reviewers, and the reviews. Reviews are divided into sub-categories Career Opportunities, Comp & Benefits, Culture & Values, Senior Management, and Work/Life Balance. In addition, employees can add recommendations on the firm, the CEO, and the outlook.

Other information Ranking for the recommendation of the firm, CEO approval, and outlook are allocated categories v, r, x, and o, with the following meanings: v - Positive, r - Mild, x - Negative, o - No opinion

Some examples of the textual data entries MCDONALD-S I don't like working here,don't work here Headline: I don't like working here,don't work here Pros: Some people are nice,some free food,some of the managers are nice about 95% of the time Cons: 95% of people are mean to employees/customers,its not a clean place,people barely clean their hands of what i see,managers are mean,i got a stress rash because of this i can't get rid of it,they don't give me a little raise even though i do alot of crap there for them Rating: 1.0

KPMG Quit working people to death Headline: Quit working people to death Pros: Lots of PTO, Good company training Cons: long hours, clear disconnect between management and staff, as corporate as it gets Rating: 2.0

PRIMARK Sales assistant Headline: Sales assistant Pros: Lovely staff, managers are also very nice Cons: Hardwork, often rude customers, underpaid for u18 Rating: 3.0

J-P-MORGAN Life in JPM, Bangalore Headline: Life in JPM, Bangalore Pros: Good place to start, lots of opportunity. Cons: Be ready to put in a lot of effort not a place to chill out. Rating: 4.0

VODAFONE Good to be here Headline: Good to be here Pros: Fast moving with technology. Leading Cons: There are areas you may want to avoid Rating: 5.0

This dataset was created and deposited onto the University of Sheffield Online Research Data repository (ORDA) on 23-Jun-2023 by Dr. Matthew S. Hanchard, Research Associate at the University of Sheffield iHuman Institute.

The dataset forms part of three outputs from a project titled ‘Fostering cultures of open qualitative research’ which ran from January 2023 to June 2023:

· Fostering cultures of open qualitative research: Dataset 1 – Survey Responses · Fostering cultures of open qualitative research: Dataset 2 – Interview Transcripts · Fostering cultures of open qualitative research: Dataset 3 – Coding Book

The project was funded with £13,913.85 Research England monies held internally by the University of Sheffield - as part of their ‘Enhancing Research Cultures’ scheme 2022-2023.

The dataset aligns with ethical approval granted by the University of Sheffield School of Sociological Studies Research Ethics Committee (ref: 051118) on 23-Jan-2021.This includes due concern for participant anonymity and data management.

ORDA has full permission to store this dataset and to make it open access for public re-use on the basis that no commercial gain will be made form reuse. It has been deposited under a CC-BY-NC license.

This dataset comprises one spreadsheet with N=91 anonymised survey responses .xslx format. It includes all responses to the project survey which used Google Forms between 06-Feb-2023 and 30-May-2023. The spreadsheet can be opened with Microsoft Excel, Google Sheet, or open-source equivalents.

The survey responses include a random sample of researchers worldwide undertaking qualitative, mixed-methods, or multi-modal research.

The recruitment of respondents was initially purposive, aiming to gather responses from qualitative researchers at research-intensive (targetted Russell Group) Universities. This involved speculative emails and a call for participant on the University of Sheffield ‘Qualitative Open Research Network’ mailing list. As result, the responses include a snowball sample of scholars from elsewhere.

The spreadsheet has two tabs/sheets: one labelled ‘SurveyResponses’ contains the anonymised and tidied set of survey responses; the other, labelled ‘VariableMapping’, sets out each field/column in the ‘SurveyResponses’ tab/sheet against the original survey questions and responses it relates to.

The survey responses tab/sheet includes a field/column labelled ‘RespondentID’ (using randomly generated 16-digit alphanumeric keys) which can be used to connect survey responses to interview participants in the accompanying ‘Fostering cultures of open qualitative research: Dataset 2 – Interview transcripts’ files.

A set of survey questions gathering eligibility criteria detail and consent are not listed with in this dataset, as below. All responses provide in the dataset gained a ‘Yes’ response to all the below questions (with the exception of one question, marked with an asterisk (*) below):

· I am aged 18 or over · I have read the information and consent statement and above. · I understand how to ask questions and/or raise a query or concern about the survey. · I agree to take part in the research and for my responses to be part of an open access dataset. These will be anonymised unless I specifically ask to be named. · I understand that my participation does not create a legally binding agreement or employment relationship with the University of Sheffield · I understand that I can withdraw from the research at any time. · I assign the copyright I hold in materials generated as part of this project to The University of Sheffield. · * I am happy to be contacted after the survey to take part in an interview.

The project was undertaken by two staff: Co-investigator: Dr. Itzel San Roman Pineda ORCiD ID: 0000-0002-3785-8057 i.sanromanpineda@sheffield.ac.uk

Postdoctoral Research Assistant Principal Investigator (corresponding dataset author): Dr. Matthew Hanchard ORCiD ID: 0000-0003-2460-8638 m.s.hanchard@sheffield.ac.uk Research Associate iHuman Institute, Social Research Institutes, Faculty of Social Science

This dataset contains raw, unprocessed data files pertaining to the management tool group focused on 'Talent & Employee Engagement', including concepts like Employee Engagement Surveys/Systems and Corporate Codes of Ethics. The data originates from five distinct sources, each reflecting different facets of the tool's prominence and usage over time. Files preserve the original metrics and temporal granularity before any comparative normalization or harmonization. Data Sources & File Details: Google Trends File (Prefix: GT_): Metric: Relative Search Interest (RSI) Index (0-100 scale). Keywords Used: "corporate code of ethics" + "employee engagement" + "employee engagement management" Time Period: January 2004 - January 2025 (Native Monthly Resolution). Scope: Global Web Search, broad categorization. Extraction Date: Data extracted January 2025. Notes: Index relative to peak interest within the period for these terms. Reflects public/professional search interest trends. Based on probabilistic sampling. Source URL: Google Trends Query Google Books Ngram Viewer File (Prefix: GB_): Metric: Annual Relative Frequency (% of total n-grams in the corpus). Keywords Used: Corporate Code of Ethics+Employee Engagement Programs+Employee Engagement Surveys+Employee Engagement Time Period: 1950 - 2022 (Annual Resolution). Corpus: English. Parameters: Case Insensitive OFF, Smoothing 0. Extraction Date: Data extracted January 2025. Notes: Reflects term usage frequency in Google's digitized book corpus. Subject to corpus limitations (English bias, coverage). Source URL: Ngram Viewer Query Crossref.org File (Prefix: CR_): Metric: Absolute count of publications per month matching keywords. Keywords Used: ("corporate code of ethics" OR "employee engagement" OR "employee engagement programs" OR "employee engagement surveys") AND ("human resources" OR "management" OR "organizational" OR "culture" OR "development" OR "performance") Time Period: 1950 - 2025 (Queried for monthly counts based on publication date metadata). Search Fields: Title, Abstract. Extraction Date: Data extracted January 2025. Notes: Reflects volume of relevant academic publications indexed by Crossref. Deduplicated using DOIs; records without DOIs omitted. Source URL: Crossref Search Query Bain & Co. Survey - Usability File (Prefix: BU_): Metric: Original Percentage (%) of executives reporting tool usage. Tool Names/Years Included: Corporate Code of Ethics (2002); Employee Engagement Surveys (2012, 2014); Employee Engagement Systems (2017, 2022). Respondent Profile: CEOs, CFOs, COOs, other senior leaders; global, multi-sector. Source: Bain & Company Management Tools & Trends publications (Rigby D., Bilodeau B., Ronan C. et al., various years: 2003, 2013, 2015, 2017, 2023). Data Compilation Period: July 2024 - January 2025. Notes: Data points correspond to specific survey years. Sample sizes: 2002/708; 2012/1208; 2014/1067; 2017/1268; 2022/1068. Bain & Co. Survey - Satisfaction File (Prefix: BS_): Metric: Original Average Satisfaction Score (Scale 0-5). Tool Names/Years Included: Corporate Code of Ethics (2002); Employee Engagement Surveys (2012, 2014); Employee Engagement Systems (2017, 2022). Respondent Profile: CEOs, CFOs, COOs, other senior leaders; global, multi-sector. Source: Bain & Company Management Tools & Trends publications (Rigby D., Bilodeau B., Ronan C. et al., various years: 2003, 2013, 2015, 2017, 2023). Data Compilation Period: July 2024 - January 2025. Notes: Data points correspond to specific survey years. Sample sizes: 2002/708; 2012/1208; 2014/1067; 2017/1268; 2022/1068. Reflects subjective executive perception of utility. File Naming Convention: Files generally follow the pattern: PREFIX_Tool.csv, where the PREFIX indicates the data source: GT_: Google Trends GB_: Google Books Ngram CR_: Crossref.org (Count Data for this Raw Dataset) BU_: Bain & Company Survey (Usability) BS_: Bain & Company Survey (Satisfaction) The essential identification comes from the PREFIX and the Tool Name segment. This dataset resides within the 'Management Tool Source Data (Raw Extracts)' Dataverse.

This dataset provides processed and normalized/standardized indices for the management tool group focused on 'Talent & Employee Engagement', including concepts like Employee Engagement Surveys/Systems and Corporate Codes of Ethics. Derived from five distinct raw data sources, these indices are specifically designed for comparative longitudinal analysis, enabling the examination of trends and relationships across different empirical domains (web search, literature, academic publishing, and executive adoption). The data presented here represent transformed versions of the original source data, aimed at achieving metric comparability. Users requiring the unprocessed source data should consult the corresponding Talent/Engagement dataset in the Management Tool Source Data (Raw Extracts) Dataverse. Data Files and Processing Methodologies: Google Trends File (Prefix: GT_): Normalized Relative Search Interest (RSI) Input Data: Native monthly RSI values from Google Trends (Jan 2004 - Jan 2025) for the query "corporate code of ethics" + "employee engagement" + "employee engagement management". Processing: None. Utilizes the original base-100 normalized Google Trends index. Output Metric: Monthly Normalized RSI (Base 100). Frequency: Monthly. Google Books Ngram Viewer File (Prefix: GB_): Normalized Relative Frequency Input Data: Annual relative frequency values from Google Books Ngram Viewer (1950-2022, English corpus, no smoothing) for the query Corporate Code of Ethics+Employee Engagement Programs+Employee Engagement Surveys+Employee Engagement. Processing: Annual relative frequency series normalized (peak year = 100). Output Metric: Annual Normalized Relative Frequency Index (Base 100). Frequency: Annual. Crossref.org File (Prefix: CR_): Normalized Relative Publication Share Index Input Data: Absolute monthly publication counts matching Engagement/Ethics-related keywords [("corporate code of ethics" OR ...) AND (...) - see raw data for full query] in titles/abstracts (1950-2025), alongside total monthly Crossref publications. Deduplicated via DOIs. Processing: Monthly relative share calculated (Engage/Ethics Count / Total Count). Monthly relative share series normalized (peak month's share = 100). Output Metric: Monthly Normalized Relative Publication Share Index (Base 100). Frequency: Monthly. Bain & Co. Survey - Usability File (Prefix: BU_): Normalized Usability Index Input Data: Original usability percentages (%) from Bain surveys for specific years: Corporate Code of Ethics (2002); Employee Engagement Surveys (2012, 2014); Employee Engagement Systems (2017, 2022). Processing: Semantic Grouping: Data points across related names treated as a single conceptual series representing Talent/Engagement focus. Normalization: Combined series normalized relative to its historical peak (Max % = 100). Output Metric: Biennial Estimated Normalized Usability Index (Base 100 relative to historical peak). Frequency: Biennial (Approx.). Bain & Co. Survey - Satisfaction File (Prefix: BS_): Standardized Satisfaction Index Input Data: Original average satisfaction scores (1-5 scale) from Bain surveys for specific years (same names/years as Usability). Processing: Semantic Grouping: Data points treated as a single conceptual series. Standardization (Z-scores): Using Z = (X - 3.0) / 0.891609. Index Scale Transformation: Index = 50 + (Z * 22). Output Metric: Biennial Standardized Satisfaction Index (Center=50, Range?[1,100]). Frequency: Biennial (Approx.). File Naming Convention: Files generally follow the pattern: PREFIX_Tool_Processed.csv or similar, where the PREFIX indicates the data source (GT_, GB_, CR_, BU_, BS_). Consult the parent Dataverse description (Management Tool Comparative Indices) for general context and the methodological disclaimer. For original extraction details (specific keywords, URLs, etc.), refer to the corresponding Talent/Engagement dataset in the Raw Extracts Dataverse. Comprehensive project documentation provides full details on all processing steps.

AbstractThe H1B is an employment-based visa category for temporary foreign workers in the United States. Every year, the US immigration department receives over 200,000 petitions and selects 85,000 applications through a random process and the U.S. employer must submit a petition for an H1B visa to the US immigration department. This is the most common visa status applied to international students once they complete college or higher education and begin working in a full-time position. The project provides essential information on job titles, preferred regions of settlement, foreign applicants and employers' trends for H1B visa application. According to locations, employers, job titles and salary range make up most of the H1B petitions, so different visualization utilizing tools will be used in order to analyze and interpreted in relation to the trends of the H1B visa to provide a recommendation to the applicant. This report is the base of the project for Visualization of Complex Data class at the George Washington University, some examples in this project has an analysis for the different relevant variables (Case Status, Employer Name, SOC name, Job Title, Prevailing Wage, Worksite, and Latitude and Longitude information) from Kaggle and Office of Foreign Labor Certification(OFLC) in order to see the H1B visa changes in the past several decades. Keywords: H1B visa, Data Analysis, Visualization of Complex Data, HTML, JavaScript, CSS, Tableau, D3.jsDatasetThe dataset contains 10 columns and covers a total of 3 million records spanning from 2011-2016. The relevant columns in the dataset include case status, employer name, SOC name, jobe title, full time position, prevailing wage, year, worksite, and latitude and longitude information.Link to dataset: https://www.kaggle.com/nsharan/h-1b-visaLink to dataset(FY2017): https://www.foreignlaborcert.doleta.gov/performancedata.cfmRunning the codeOpen Index.htmlData ProcessingDoing some data preprocessing to transform the raw data into an understandable format.Find and combine any other external datasets to enrich the analysis such as dataset of FY2017.To make appropriated Visualizations, variables should be Developed and compiled into visualization programs.Draw a geo map and scatter plot to compare the fastest growth in fixed value and in percentages.Extract some aspects and analyze the changes in employers’ preference as well as forecasts for the future trends.VisualizationsCombo chart: this chart shows the overall volume of receipts and approvals rate.Scatter plot: scatter plot shows the beneficiary country of birth.Geo map: this map shows All States of H1B petitions filed.Line chart: this chart shows top10 states of H1B petitions filed. Pie chart: this chart shows comparison of Education level and occupations for petitions FY2011 vs FY2017.Tree map: tree map shows overall top employers who submit the greatest number of applications.Side-by-side bar chart: this chart shows overall comparison of Data Scientist and Data Analyst.Highlight table: this table shows mean wage of a Data Scientist and Data Analyst with case status certified.Bubble chart: this chart shows top10 companies for Data Scientist and Data Analyst.Related ResearchThe H-1B Visa Debate, Explained - Harvard Business Reviewhttps://hbr.org/2017/05/the-h-1b-visa-debate-explainedForeign Labor Certification Data Centerhttps://www.foreignlaborcert.doleta.govKey facts about the U.S. H-1B visa programhttp://www.pewresearch.org/fact-tank/2017/04/27/key-facts-about-the-u-s-h-1b-visa-program/H1B visa News and Updates from The Economic Timeshttps://economictimes.indiatimes.com/topic/H1B-visa/newsH-1B visa - Wikipediahttps://en.wikipedia.org/wiki/H-1B_visaKey FindingsFrom the analysis, the government is cutting down the number of approvals for H1B on 2017.In the past decade, due to the nature of demand for high-skilled workers, visa holders have clustered in STEM fields and come mostly from countries in Asia such as China and India.Technical Jobs fill up the majority of Top 10 Jobs among foreign workers such as Computer Systems Analyst and Software Developers.The employers located in the metro areas thrive to find foreign workforce who can fill the technical position that they have in their organization.States like California, New York, Washington, New Jersey, Massachusetts, Illinois, and Texas are the prime location for foreign workers and provide many job opportunities. Top Companies such Infosys, Tata, IBM India that submit most H1B Visa Applications are companies based in India associated with software and IT services.Data Scientist position has experienced an exponential growth in terms of H1B visa applications and jobs are clustered in West region with the highest number.Visualization utilizing programsHTML, JavaScript, CSS, D3.js, Google API, Python, R, and Tableau

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This version of the CivilComments Dataset provides access to the primary seven labels that were annotated by crowd workers, the toxicity and other tags are a value between 0 and 1 indicating the fraction of annotators that assigned these attributes to the comment text.

The other tags are only available for a fraction of the input examples. They are currently ignored for the main dataset; the CivilCommentsIdentities set includes those labels, but only consists of the subset of the data with them. The other attributes that were part of the original CivilComments release are included only in the raw data. See the Kaggle documentation for more details about the available features.

The comments in this dataset come from an archive of the Civil Comments platform, a commenting plugin for independent news sites. These public comments were created from 2015 - 2017 and appeared on approximately 50 English-language news sites across the world. When Civil Comments shut down in 2017, they chose to make the public comments available in a lasting open archive to enable future research. The original data, published on figshare, includes the public comment text, some associated metadata such as article IDs, publication IDs, timestamps and commenter-generated "civility" labels, but does not include user ids. Jigsaw extended this dataset by adding additional labels for toxicity, identity mentions, as well as covert offensiveness. This data set is an exact replica of the data released for the Jigsaw Unintended Bias in Toxicity Classification Kaggle challenge. This dataset is released under CC0, as is the underlying comment text.

For comments that have a parent_id also in the civil comments data, the text of the previous comment is provided as the "parent_text" feature. Note that the splits were made without regard to this information, so using previous comments may leak some information. The annotators did not have access to the parent text when making the labels.

To use this dataset:

import tensorflow_datasets as tfds

ds = tfds.load('civil_comments', split='train')
for ex in ds.take(4):
 print(ex)

See the guide for more informations on tensorflow_datasets.

LinkedIn Job Postings Data - Comprehensive Professional Intelligence for HR Strategy & Market Research

LinkedIn Job Postings Data represents the most comprehensive professional intelligence dataset available, delivering structured insights across millions of LinkedIn job postings, LinkedIn job listings, and LinkedIn career opportunities. Canaria's enriched LinkedIn Job Postings Data transforms raw LinkedIn job market information into actionable business intelligence—normalized, deduplicated, and enhanced with AI-powered enrichment for deep workforce analytics, talent acquisition, and market research.

This premium LinkedIn job postings dataset is engineered to help HR professionals, recruiters, analysts, and business strategists answer mission-critical questions: • What LinkedIn job opportunities are available in target companies? • Which skills are trending in LinkedIn job postings across specific industries? • How are companies advertising their LinkedIn career opportunities? • What are the salary expectations across different LinkedIn job listings and regions?

With real-time updates and comprehensive LinkedIn job posting enrichment, our data provides unparalleled visibility into LinkedIn job market trends, hiring patterns, and workforce dynamics.

Use Cases: What This LinkedIn Job Postings Data Solves

Our dataset transforms LinkedIn job advertisements, market information, and career listings into structured, analyzable insights—powering everything from talent acquisition to competitive intelligence and job market research.

Talent Acquisition & LinkedIn Recruiting Intelligence • LinkedIn job market mapping • LinkedIn career opportunity intelligence • LinkedIn job posting competitive analysis • LinkedIn job skills gap identification

HR Strategy & Workforce Analytics • Organizational network analysis • Employee mobility tracking • Compensation benchmarking • Diversity & inclusion analytics • Workforce planning intelligence • Skills evolution monitoring

Market Research & Competitive Intelligence • Company growth analysis • Industry trend identification • Competitive talent mapping • Market entry intelligence • Partnership & business development • Investment due diligence

LinkedIn Job Market Research & Economic Analysis • Regional LinkedIn job analysis • LinkedIn job skills demand forecasting • LinkedIn job economic impact assessment • LinkedIn job education-industry alignment • LinkedIn remote job trend analysis • LinkedIn career development ROI

What Makes This LinkedIn Job Postings Data Unique

AI-Enhanced LinkedIn Job Intelligence • LinkedIn job posting enrichment with advanced NLP • LinkedIn job seniority classification • LinkedIn job industry expertise mapping • LinkedIn job career progression modeling

Comprehensive LinkedIn Job Market Intelligence • Real-time LinkedIn job postings with salary, requirements, and company insights • LinkedIn recruiting activity tracking • LinkedIn job application analytics • LinkedIn job skills demand analysis • LinkedIn compensation intelligence

Company & Organizational Intelligence • Company growth indicators • Cultural & values intelligence • Competitive positioning

LinkedIn Job Data Quality & Normalization • Advanced LinkedIn job deduplication • LinkedIn job skills taxonomy standardization • LinkedIn job geographic normalization • LinkedIn job company matching • LinkedIn job education standardization

Who Uses Canaria's LinkedIn Data

HR & Talent Acquisition Teams • Optimize recruiting pipelines • Benchmark compensation • Identify talent pools • Develop data-driven hiring strategies

Market Research & Intelligence Analysts • Track industry trends • Build competitive intelligence models • Analyze workforce dynamics

HR Technology & Analytics Platforms • Power recruiting tools and analytics solutions • Fuel compensation engines and dashboards

Academic & Economic Researchers • Study labor market dynamics • Analyze career mobility trends • Research professional development

Government & Policy Organizations • Evaluate workforce development programs • Monitor skills gaps • Inform economic initiatives

Summary

Canaria's LinkedIn Job Postings Data delivers the most comprehensive LinkedIn job market intelligence available. It combines job posting insights, recruiting intelligence, and organizational data in one unified dataset. With AI-enhanced enrichment, real-time updates, and enterprise-grade data quality, it supports advanced HR analytics, talent acquisition, job market research, and competitive intelligence.

About Canaria Inc. Canaria Inc. is a leader in alternative data, specializing in job market intelligence, LinkedIn company data, Glassdoor salary analytics, and Google Maps location insights. We deliver clean, structured, and enriched datasets at scale using proprietary data scraping pipelines and advanced AI/LLM-based modeling, all backed by human validation. Our platform also includes Google Maps data, providing verified business location intelligen...

The American Community Survey (ACS) is an ongoing survey that provides vital information on a yearly basis about our nation and its people by contacting over 3.5 million households across the country. The resulting data provides incredibly detailed demographic information across the US aggregated at various geographic levels which helps determine how more than $675 billion in federal and state funding are distributed each year. Businesses use ACS data to inform strategic decision-making. ACS data can be used as a component of market research, provide information about concentrations of potential employees with a specific education or occupation, and which communities could be good places to build offices or facilities. For example, someone scouting a new location for an assisted-living center might look for an area with a large proportion of seniors and a large proportion of people employed in nursing occupations. Through the ACS, we know more about jobs and occupations, educational attainment, veterans, whether people own or rent their homes, and other topics. Public officials, planners, and entrepreneurs use this information to assess the past and plan the future. For more information, see the Census Bureau's ACS Information Guide . This public dataset is hosted in Google BigQuery as part of the Google Cloud Public Datasets Program , with Carto providing cleaning and onboarding support. It is included in BigQuery's 1TB/mo of free tier processing. This means that each user receives 1TB of free BigQuery processing every month, which can be used to run queries on this public dataset. Watch this short video to learn how to get started quickly using BigQuery to access public datasets. What is BigQuery .

This report of DES Outcome Rates by Disability Type provides information about the performance of DES providers in each Employment Services Area by primary disability groupings. The report aims to help people with disability, family, carers or others choose a DES provider.

There are a number of factors that should be taken into account when choosing a DES Provider, such as the location of their office in relation to public transport and your home or other available information. This Outcome Rates by Disability Type report is just one piece of information to help you decide which provider might be best for you. You can find out more about your local DES providers on the Job Access or Workforce Australia websites.

Find a Service Provider | Job Access - https://www.jobaccess.gov.au/find-a-provider

Find Your Employment Services Provider - Workforce Australia - https://www.workforceaustralia.gov.au/individuals/coaching/providers/

To access the report you will require Excel 2010 or a more recent version. If you have Excel 2007 or earlier, no access to Excel or have a Macintosh/Apple computer, then you will need to access the report from other available spreadsheet software. Some examples of alternative and free spreadsheet software (not a complete list) are; Google Sheets, Zoho Sheet or Microsoft Office Excel Online.

This dataset was created and deposited onto the University of Sheffield Online Research Data repository (ORDA) on 23-Jun-2023 by Dr. Matthew S. Hanchard, Research Associate at the University of Sheffield iHuman Institute. The dataset forms part of three outputs from a project titled ‘Fostering cultures of open qualitative research’ which ran from January 2023 to June 2023:

· Fostering cultures of open qualitative research: Dataset 1 – Survey Responses · Fostering cultures of open qualitative research: Dataset 2 – Interview Transcripts · Fostering cultures of open qualitative research: Dataset 3 – Coding Book

The project was funded with £13,913.85 of Research England monies held internally by the University of Sheffield - as part of their ‘Enhancing Research Cultures’ scheme 2022-2023.

The dataset aligns with ethical approval granted by the University of Sheffield School of Sociological Studies Research Ethics Committee (ref: 051118) on 23-Jan-2021. This includes due concern for participant anonymity and data management.

ORDA has full permission to store this dataset and to make it open access for public re-use on the basis that no commercial gain will be made form reuse. It has been deposited under a CC-BY-NC license. Overall, this dataset comprises:

· 15 x Interview transcripts - in .docx file format which can be opened with Microsoft Word, Google Doc, or an open-source equivalent.

All participants have read and approved their transcripts and have had an opportunity to retract details should they wish to do so.

Participants chose whether to be pseudonymised or named directly. The pseudonym can be used to identify individual participant responses in the qualitative coding held within the ‘Fostering cultures of open qualitative research: Dataset 3 – Coding Book’ files.

For recruitment, 14 x participants we selected based on their responses to the project survey., whilst one participant was recruited based on specific expertise.

· 1 x Participant sheet – in .csv format which may by opened with Microsoft Excel, Google Sheet, or an open-source equivalent.

The provides socio-demographic detail on each participant alongside their main field of research and career stage. It includes a RespondentID field/column which can be used to connect interview participants with their responses to the survey questions in the accompanying ‘Fostering cultures of open qualitative research: Dataset 1 – Survey Responses’ files.

The project was undertaken by two staff:

Co-investigator: Dr. Itzel San Roman Pineda ORCiD ID: 0000-0002-3785-8057 i.sanromanpineda@sheffield.ac.uk Postdoctoral Research Assistant Labelled as ‘Researcher 1’ throughout the dataset

Principal Investigator (corresponding dataset author): Dr. Matthew Hanchard ORCiD ID: 0000-0003-2460-8638 m.s.hanchard@sheffield.ac.uk Research Associate iHuman Institute, Social Research Institutes, Faculty of Social Science Labelled as ‘Researcher 2’ throughout the dataset

Due to changes in the collection and availability of data on COVID-19, this website will no longer be updated. The webpage will no longer be available as of 11 May 2023. On-going, reliable sources of data for COVID-19 are available via the COVID-19 dashboard and the UKHSA GLA Covid-19 Mobility Report Since March 2020, London has seen many different levels of restrictions - including three separate lockdowns and many other tiers/levels of restrictions, as well as easing of restrictions and even measures to actively encourage people to go to work, their high streets and local restaurants. This reports gathers data from a number of sources, including google, apple, citymapper, purple wifi and opentable to assess the extent to which these levels of restrictions have translated to a reductions in Londoners' movements. The data behind the charts below come from different sources. None of these data represent a direct measure of how well people are adhering to the lockdown rules - nor do they provide an exhaustive data set. Rather, they are measures of different aspects of mobility, which together, offer an overall impression of how people Londoners are moving around the capital. The information is broken down by use of public transport, pedestrian activity, retail and leisure, and homeworking. Public Transport For the transport measures, we have included data from google, Apple, CityMapper and Transport for London. They measure different aspects of public transport usage - depending on the data source. Each of the lines in the chart below represents a percentage of a pre-pandemic baseline. activity Source Latest Baseline Min value in Lockdown 1 Min value in Lockdown 2 Min value in Lockdown 3 Citymapper Citymapper mobility index 2021-09-05 Compares trips planned and trips taken within its app to a baseline of the four weeks from 6 Jan 2020 7.9% 28% 19% Google Google Mobility Report 2022-10-15 Location data shared by users of Android smartphones, compared time and duration of visits to locations to the median values on the same day of the week in the five weeks from 3 Jan 2020 20.4% 40% 27% TfL Bus Transport for London 2022-10-30 Bus journey ‘taps' on the TfL network compared to same day of the week in four weeks starting 13 Jan 2020 - 34% 24% TfL Tube Transport for London 2022-10-30 Tube journey ‘taps' on the TfL network compared to same day of the week in four weeks starting 13 Jan 2020 - 30% 21% Pedestrian activity With the data we currently have it's harder to estimate pedestrian activity and high street busyness. A few indicators can give us information on how people are making trips out of the house: activity Source Latest Baseline Min value in Lockdown 1 Min value in Lockdown 2 Min value in Lockdown 3 Walking Apple Mobility Index 2021-11-09 estimates the frequency of trips made on foot compared to baselie of 13 Jan '20 22% 47% 36% Parks Google Mobility Report 2022-10-15 Frequency of trips to parks. Changes in the weather mean this varies a lot. Compared to baseline of 5 weeks from 3 Jan '20 30% 55% 41% Retail & Rec Google Mobility Report 2022-10-15 Estimates frequency of trips to shops/leisure locations. Compared to baseline of 5 weeks from 3 Jan '20 30% 55% 41% Retail and recreation In this section, we focus on estimated footfall to shops, restaurants, cafes, shopping centres and so on. activity Source Latest Baseline Min value in Lockdown 1 Min value in Lockdown 2 Min value in Lockdown 3 Grocery/pharmacy Google Mobility Report 2022-10-15 Estimates frequency of trips to grovery shops and pharmacies. Compared to baseline of 5 weeks from 3 Jan '20 32% 55.00% 45.000% Retail/rec Google Mobility Report 2022-10-15 Estimates frequency of trips to shops/leisure locations. Compared to baseline of 5 weeks from 3 Jan '20 32% 55.00% 45.000% Restaurants OpenTable State of the Industry 2022-02-19 London restaurant bookings made through OpenTable 0% 0.17% 0.024% Home Working The Google Mobility Report estimates changes in how many people are staying at home and going to places of work compared to normal. It's difficult to translate this into exact percentages of the population, but changes back towards ‘normal' can be seen to start before any lockdown restrictions were lifted. This value gives a seven day rolling (mean) average to avoid it being distorted by weekends and bank holidays. name Source Latest Baseline Min/max value in Lockdown 1 Min/max value in Lockdown 2 Min/max value in Lockdown 3 Residential Google Mobility Report 2022-10-15 Estimates changes in how many people are staying at home for work. Compared to baseline of 5 weeks from 3 Jan '20 131% 119% 125% Workplaces Google Mobility Report 2022-10-15 Estimates changes in how many people are going to places of work. Compared to baseline of 5 weeks from 3 Jan '20 24% 54% 40% Restriction Date end_date Average Citymapper Average homeworking Work from home advised 17 Mar '20 21 Mar '20 57% 118% Schools, pubs closed 21 Mar '20 24 Mar '20 34% 119% UK enters first lockdown 24 Mar '20 10 May '20 10% 130% Some workers encouraged to return to work 10 May '20 01 Jun '20 15% 125% Schools open, small groups outside 01 Jun '20 15 Jun '20 19% 122% Non-essential businesses re-open 15 Jun '20 04 Jul '20 24% 120% Hospitality reopens 04 Jul '20 03 Aug '20 34% 115% Eat out to help out scheme begins 03 Aug '20 08 Sep '20 44% 113% Rule of 6 08 Sep '20 24 Sep '20 53% 111% 10pm Curfew 24 Sep '20 15 Oct '20 51% 112% Tier 2 (High alert) 15 Oct '20 05 Nov '20 49% 113% Second Lockdown 05 Nov '20 02 Dec '20 31% 118% Tier 2 (High alert) 02 Dec '20 19 Dec '20 45% 115% Tier 4 (Stay at home advised) 19 Dec '20 05 Jan '21 22% 124% Third Lockdown 05 Jan '21 08 Mar '21 22% 122% Roadmap 1 08 Mar '21 29 Mar '21 29% 118% Roadmap 2 29 Mar '21 12 Apr '21 36% 117% Roadmap 3 12 Apr '21 17 May '21 51% 113% Roadmap out of lockdown: Step 3 17 May '21 19 Jul '21 65% 109% Roadmap out of lockdown: Step 4 19 Jul '21 07 Nov '22 68% 107%