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Muster
Early Prototype
The process

Gather. Inspect.
Deliver.

Muster pulls in-house People and Talent roles and early careers jobs into one place, checks the facts the ad leaves out, and gives them to you on a board or in one email.

Three steps

  1. 01

    We gather the roles.

    In-house People and Talent jobs and early careers roles — grad schemes, apprenticeships, placements — are pulled from public career sites, employer job boards and direct listings across the UK. If the employer isn't hiring for their own team, it doesn't make it in.

  2. 02

    We inspect each one.

    We read the salary band, the reporting line, the location, and the things the ad leaves out. Every fact gets a source and a date. If we can't verify it, we don't invent it.

  3. 03

    You get the board, the email, or both.

    Search, filter and compare roles, and get new ones by email weekly or monthly. Sign in and you can also save roles, follow employers and track every application.

What we check

Every fact dated

We don't rewrite the job ad. We read around it and put the awkward facts next to the role.

Pay and working pattern

Every role shows Remote, Hybrid or On-site and a pay band. We don't list roles that hide either, and we never rewrite “competitive”.

Employer context

Who you'd actually work for, what they do, and whether they file a gender pay gap report.

Role reality

What the job actually involves, who it reports to, and where it sits — read out of the source, not rewritten.

Accreditations

Living Wage Employer, Disability Confident and similar schemes, when they're claimed publicly.

Glassdoor rating

The score and review count from the employer's own Glassdoor page — read by us, never typed in by them.

Editorial methodology

How we gather, source and date salary and working-pattern intelligence

Two facts decide whether a role gets listed at all. Here's how they get onto the page, and how you can tell where each one came from and when.

  1. 01

    Gathered

    Our pipeline reads the employer's own advert automatically. Pay band and working pattern are copied across word for word — never averaged, modelled or inferred from similar roles. If either is missing, or the ad says “competitive”, the role doesn't go on the board.

  2. 02

    Sourced

    Every pay and pattern figure carries the source it came from: the original posting on the employer's site or board. Employer context sits separately, from public filings and scheme registers. We don't blend the two.

  3. 03

    Dated

    Each field shows the date we last read the source. If an employer edits the advert, we re-read it and the date moves. An old date is a signal, not a bug — you can see how fresh the fact is before you act on it.

Pay band

Rule
Must be an explicit range or figure in the advert.
Source shown
Original job posting
Dated
At listing, re-read on any ad edit

Working pattern

Rule
Must state remote, hybrid or on-site. “Flexible” on its own isn't enough.
Source shown
Original job posting
Dated
At listing, re-read on any ad edit

Sources and methodology

Sources

Employer career sites

The original job posting is the source of truth for every role.

Gender pay gap service

UK employers with 250+ staff file publicly. We show the latest figure and the year it was filed.

Accreditation registers

Living Wage Foundation, Disability Confident and other public lists.

Company filings

Companies House and other public records for employer context.

Field by field

Every fact on a role page comes from somewhere public, and every one is dated. Here's exactly where each field comes from, who writes it, and how often we go back and look again.

Salary

dated
What it is
The band the employer published on the original advert, in pounds per year, shown exactly as they wrote it.
How we get it
We copy the band from the posting. We never average it, model it, or fill it in from similar roles. If the advert doesn't state a salary, we don't list the role. We never write “competitive” or estimate a figure.
Source
The original job posting on the employer's own site or board.
Refreshed
Captured when we list the role, re-read if the employer edits the ad.

What this role looks like

dated
What it is
A short plain-English read of the job: what it actually involves, who it reports to, and where it sits.
How we get it
A person reads the posting and writes the summary from it. No model invents duties, and nothing is added that the employer didn't say. Where the ad is vague, we say it's vague rather than smoothing it over.
Source
The full text of the public job posting.
Refreshed
Written once at listing, rewritten if the posting materially changes.

Employer context

dated
What it is
Headcount, sector, funding stage where relevant, and head office location.
How we get it
Pulled from public filings and the employer's own site. Headcount is the most recent figure we can date; it is a rough shape, not a payroll number.
Source
Companies House filings and the employer's website.
Refreshed
Checked monthly, and whenever a new role from that employer is listed.

Gender pay gap (median)

dated
What it is
The median hourly pay difference between men and women across the whole employer.
How we get it
Taken as filed, with the reporting year attached. It is not equal pay for equal work and says nothing about this specific role. Employers under 250 staff don't have to report, so we mark them “not required” rather than leaving a blank.
Source
The gov.uk gender pay gap reporting service.
Refreshed
Re-checked each April, when the new filing round closes.

Values signals

dated
What it is
Accreditations the employer publicly holds — Living Wage Employer, Disability Confident and similar.
How we get it
Only counted when the accrediting body lists them. A claim on a careers page isn't enough. A signal of intent, not proof of a good day-to-day.
Source
Each scheme's public register.
Refreshed
Checked quarterly against the registers.

Glassdoor rating

dated
What it is
The employer's overall Glassdoor score and review count, as published on their Glassdoor page.
How we get it
We read the figure off the employer's Glassdoor page ourselves. An employer can point us at their page, but they can't type in their own number — if we can't read it, we don't show one.
Source
The employer's public Glassdoor page.
Refreshed
Re-read when a new role from that employer is listed, and when an employer asks us to look again.

Employer-maintained fields

dated
What it is
What the company does, head office, headcount, benefits and values — on pages the employer has claimed.
How we get it
When a company claims its page, we confirm by hand that the person works there before they can edit anything. Fields they've confirmed carry an employer-verified stamp and the date they confirmed them. Everything else stays sourced from public records, and we never blend the two.
Source
The employer, confirmed by us by hand.
Refreshed
Whenever the employer updates them — the confirmation date moves with it.

If a fact looks wrong, it might be. Sources move and employers edit their ads. Every field on a role page has a Report an error button — a person at Velo North reads every report and goes back to the source.

What lands in your inbox

Weekly or monthly

One email. New roles only, never a re-run of last week. Change the filters and the preview below rebuilds — subject line, match count, and which sections you'd actually get.

Your alert filters

Nothing saved yet — these are your own picks.

How often
Discipline
Seniority
Working pattern

From

Muster · a Velo North product

Subject line

63 new roles for you · every match shows a pay band and working pattern

Weekly · Everything on the board, pay and pattern stated.

1 · The count included

“63 roles this week.” Every match shows a pay band and working pattern.

2 · The roles included

63 roles, each as a card — title, employer, location, pay band, working pattern, and the one thing worth knowing.

First card in your email

Electrical Engineering Graduate

EDF UK · United Kingdom · Hybrid

£38k/yr

The employer's advert is available below. We don't have a clean summary for this role yet.

3 · Working pattern included

Remote, Hybrid or On-site is shown on every role. No decoding needed.

4 · One thing we noticed included

A short read on what moved this week — pay, hiring patterns, or a sector quietly opening up again.

Footer

Unsubscribe in one click, manage your alerts, or switch between weekly and monthly. No re-engagement emails, ever.

Put together by one person — five years recruiting, most of it in-house Talent — at Velo North. Every pay band and working pattern is checked against the source and dated: read the methodology.

Like what you see? Set these filters on the board and subscribe there — we'll keep them.

What you get

The board

Search and filter by discipline, location, salary, and employer. Compare up to three roles side by side.

Your portal

Sign in with Google or an email to save roles, follow employers, keep a CV for your applications and track where you've applied. Free, and private to you.

The email

Weekly or monthly, your choice. New roles only. Confirm by email, unsubscribe in one click.

Questions, answered plainly

Yes. The board is free to browse, the email is free to join, and a Muster account is free too. We don't sell your email address.

No. You can browse the board and get the email without one. Sign in — with Google or an email and password — and you can save roles, follow employers, keep a CV for your own applications and track where you've applied. Your CV and name stay private unless you apply to a role or accept an employer's message. You can also opt in to the talent pool so employers can see your headline, location, skills and experience; your name, email and CV are only released if you accept their message.

Straight from the employer's own job advert. We copy the published band and nothing else. If the advert doesn't state a salary, or if it only says “competitive”, we don't list the role. We never estimate, model or benchmark a number in its place.

Our data model and checks read the public job posting and produce a short plain-English summary — automatically, at scale. We aim to stick to what the employer actually published and we flag anything our checks can't place with confidence for review before it goes live. If you spot a summary that misrepresents the advert, use the report link on the listing.

Sources are re-read around the clock — new roles appear as we find and check them, and salary bands move when the employer edits the ad. Employer context is checked monthly, accreditations quarterly, and gender pay gap figures every April when the new filings land. Every fact on a role page carries the date it was observed.

Yes. Claim your company from its page or the employer area, and once we've confirmed you work there you can update what the company does, head office, headcount, benefits and values — those fields show as employer-verified, dated. Glassdoor scores are different: you give us your Glassdoor page and we read the number ourselves.

If you're an employer hiring in-house People or Talent staff, or running a grad scheme, apprenticeship or placement in the UK, claim your company and post it from your dashboard. No agencies, no rec2rec.

Every role page has a “Report an error” button. Tell us the field and we'll check the source again.

One email. Nothing else.

Get the board
in your inbox.

Weekly or monthly, your call. Confirm by email, unsubscribe in one click.

How often?

New roles from your stream — People & Talent, early careers, or both — once a week. Confirm by clicking the link we send — changing your schedule needs a fresh confirmation too. Unsubscribe in one click.