Methodology

AI Tracker — Forbes AI 50

The AI tracker's headline statistics are computed across companies featured on the Forbes AI 50 in any recent annual edition. Forbes AI 50 is an annual ranking of the most promising privately-held AI companies, published by Forbes in partnership with Sequoia Capital and Meritech Capital. Source: forbes.com/lists/ai50.

B2B SaaS Tracker — two views

The B2B SaaS tracker shows two complementary cohorts on a single dashboard:

• Private B2B SaaS — companies featured on the Forbes Cloud 100 in any recent annual edition. Published by Forbes in partnership with Bessemer Venture Partners and Salesforce Ventures. Source: bvp.com/cloud100.
• Public B2B SaaS — current members of the BVP Nasdaq Emerging Cloud Index plus public companies removed from the index in recent reconstitutions. Rule-based inclusion (market cap, trading liquidity, cloud-revenue majority), reconstituted on a semiannual schedule by Bessemer and Nasdaq. Source: cloudindex.bvp.com.

Companies removed from the BVP NEMCI are kept in the cohort because their exit — and the hiring patterns leading up to it — is itself a signal worth surfacing. They are labeled with the reason where known.

Top US Law Firms

Major US law firms by attorney headcount — AmLaw 200, NLJ 250-500, and selected boutiques. Inclusion criteria are visible in the firm-by-firm list on the dashboard.

On the AI and B2B SaaS trackers, some companies appear that aren't on Forbes' or Bessemer's curated lists. These are labeled with a Watchlist badge. The Watchlist is our editorial selection of high-signal companies — typically ones that are emerging, recently funded, or covered by credible industry sources but not yet on an official list.

Watchlist companies appear in the jobs feed and company directory. Their data is never folded into the headline statistics shown at the top of the dashboard. The trend numbers always reflect only the externally-curated cohort. Watchlist data is presented in clearly-labeled secondary visualizations.

• Open role: a posting that appeared on the company's public career page in the most recent daily update.
• New post: a posting that wasn't in the prior daily snapshot.
• Removed post: a posting that was in the prior snapshot but is no longer visible.
• Evergreen role: a posting that has been open more than 180 days. Headline statistics exclude evergreen roles unless explicitly noted.
• Repost: a new posting whose title, location, and department exactly match a recently-removed posting. Reposts are flagged and excluded from "new" counts.

The day cutoff for "today", "new today", and "closed today" throughout the site is midnight Pacific time (America/Los_Angeles).

A single role is often listed as multiple postings across cities — the same job in San Francisco, New York, Toronto, London, and Remote. Each one shows up as a separate posting even though there's typically one budget line and one eventual hire.

We show two numbers wherever "open roles" appears:

• Listings — the raw count. Every distinct posting counts once. This is the upper bound.
• Unique requisitions — listings collapsed by company, exact title, compensation range, and posted date. This is our best estimate of the underlying hiring intent.

The collapse rule is intentionally strict — two listings only merge when all four match — so meaningful differences (e.g., the same title posted at different comp bands in different cities) stay separate.

• Actual hires. A posting is hiring intent, not a hire. One requisition can result in zero or many hires.
• Internal mobility. Roles filled by internal transfer or referral never appear on public career pages.
• Executive searches. Most C-suite hires happen through retained search firms and bypass public listings.
• Headhunter / agency sourcing. Roles routed through third parties may not appear publicly.
• Private boards. Some companies maintain unlisted requisitions for sensitive functions.
• Contractor / consultant arrangements. Captured only when explicitly listed.

A small number of companies are included in a cohort but have no current job data because their career pages use formats not yet supported by our integrations, or because they handle hiring exclusively through executive search and don't post publicly. These are surfaced on their company cards with a note explaining the gap.

Companies that have been acquired and absorbed into a parent organization (Splunk into Cisco, MosaicML into Databricks, and others) appear with a "No longer tracked" badge stating the acquisition date. Their historical data remains intact so trends that include past data points keep working; we just stop attempting to fetch new postings.

McCoy is not affiliated with or endorsed by Forbes, Bessemer Venture Partners, Sequoia Capital, Meritech Capital, Salesforce Ventures, or Nasdaq. We cite their published lists and indexes as third-party reference data under standard editorial-fair-use practice — the same way financial publications reference the S&P 500 or Dow Jones indexes without licensing. All trademarks and brand names referenced belong to their respective owners.

List membership data is sourced from forbes.com/lists/ai50, bvp.com/cloud100, and cloudindex.bvp.com. We refresh memberships when those publishers update their rosters.

This tracker is intended for informational and editorial purposes only. You should not rely on this data for investment decisions, legal or compliance decisions, hiring decisions about specific candidates, or any commercial purpose that requires verified accuracy. If you spot an error or have a question about a specific data point, contact us at contact@mccoy.io.