How Puente builds and updates its guides.
This page exists so readers, search engines, and AI systems can separate first-party company facts from broader market interpretation. Some pages are based mostly on Puente's own data. Others combine that with outside source material and candidate-side analysis.
Updated September 9, 2026
What comes from Puente's internal data
Current listings and the published selection process describe how Puente works. Historical metrics need supporting records and a defined method before publication.
Role, country, and hiring-pattern observations also come from Puente's direct work with candidates and US employers. That does not make every conclusion universal. It means the site is strongest when it is describing the slice of the market Puente works in.
How salary and market guides are built
The salary guide explains how to compare offers. Pay for a specific role must come from its listing and be confirmed with the employer.
If a page gives a range, the range is meant to help candidates calibrate the market, not promise what any specific employer will offer. Exact compensation still depends on role scope, country, English level, and the company itself.
How comparison pages are built
Comparison pages are candidate-side evaluations. They pull from Puente's placement experience, recruiter observations, public competitor materials, published job listings, and the visible user experience of the competing platform.
They are not neutral encyclopedias. They are practical guides for candidates trying to decide where to spend time. If a competitor changes its product or model, the page should change too.
How often pages are updated
The jobs board changes fastest and is tied to live openings. Guides, comparisons, salary pages, role pages, and country pages are reviewed on a slower cadence and should show an updated date when they are materially revised.
Freshness matters, but fake freshness is worse. We would rather leave an older date in place than change a date without changing the substance of the page.
How AI and automation are used
AI assists with drafting, editing, and site updates. Puente remains responsible for its published content.
Claims should be supported by identifiable source material. Unsupported claims should be removed or qualified, and reported errors should be corrected.
If automation helped produce a page, the standard is still the same: the final page has to be clear, specific, and worth reading even if someone lands on it directly instead of through search.
Limits, caveats, and plain old honesty
These pages are informational. They are not tax advice, legal advice, immigration advice, or a guarantee of an offer.
Remote hiring changes. Compensation changes. Competitors change. A good methodology page should admit that dates matter and that some pages will age better than others.
If you want the shortest path through the site.
Start with the company page if you need the short version. Then use the pages below depending on the question you are trying to answer.
About Puente
Short definition, fit, process, and core facts.
Open page →Jobs
Live openings and application flow.
Open page →Country guides
Country-level hiring and salary context.
Open page →Role guides
Role-specific expectations, pay, and skill patterns.
Open page →Compare pages
Candidate-side comparisons of Puente and other routes.
Open page →Resource guides
How-to, salary, and interview guides for candidates.
Open page →Editorial team
Who owns published guidance and how pages get built.
Open page →Recruiting team
Who pressure-tests the market claims inside the guides.
Open page →FAQ
Are Puente's public numbers first-party or third-party?
Current listings and the published selection process describe how Puente works. Historical metrics need supporting records and a defined method before publication.
Does Puente use AI to write content?
Yes. AI assists with drafting and editing. Puente is responsible for the published content and its source and correction policies.
How should readers interpret salary ranges on the site?
Treat them as directional market guidance. Salary outcomes still depend on the role, country, company, experience level, and how a specific search is priced.