Ghost Jobs: Why Companies Post Jobs They Never Intend to Fill
You've spent an hour crafting the perfect application. You customized your resume, wrote a tailored cover letter, and clicked submit.
Then... nothing. Not even an automated rejection.
There's a good chance that job never existed in the first place.
The Ghost Job Epidemic
Recent surveys reveal a disturbing trend:
- 43% of hiring managers admit their companies post jobs they have no immediate plans to fill
- 50% of job postings may be ghost jobs according to some estimates
- Average time for ghost jobs to be removed: 6+ months
You're not imagining it. Many jobs you're applying to aren't real.
Why Companies Post Ghost Jobs
1. Building a Talent Pipeline
The logic: "We might need someone in 6 months. Let's collect resumes now."
Companies want a ready list of candidates when a real position opens. Your resume sits in a database, possibly forever.
2. Appearing to Grow
The logic: "Investors/clients will think we're expanding."
Job postings signal growth. A company with 50 open positions looks healthier than one with 5, even if those 50 positions are phantoms.
3. Internal Policy Requirements
The logic: "We have to post externally, even though we're promoting internally."
Many companies require external postings before internal promotions. The job is taken before it's even posted.
4. Testing the Market
The logic: "Let's see what talent is out there and what salary expectations are."
Companies gather intelligence on available talent and compensation expectations without any commitment to hire.
5. Keeping Options Open
The logic: "Budget isn't approved yet, but let's post just in case."
Companies hedge their bets. If budget gets approved, they have candidates ready. If not, the posting quietly disappears.
6. The "Always Hiring" Mentality
The logic: "Good people are hard to find, so let's always be looking."
Some companies keep evergreen postings running continuously, hiring occasionally when an exceptional candidate appears.
How to Spot Ghost Jobs
Red Flag #1: The Evergreen Posting
Sign: Job has been posted for 90+ days
Why: Real positions are typically filled within 30-60 days
Check: Look at the posting date on LinkedIn, Indeed, or Glassdoor. Some sites show how long the posting has been active.
Red Flag #2: Vague Job Description
Sign: Generic requirements, no specific projects or team mentioned
Why: Real hiring managers know exactly what they need
Example of vague:
"Looking for a rockstar who can wear many hats and take our company to the next level!"
Example of real:
"Product Manager for our enterprise payments team, reporting to VP of Product, leading a team of 3 engineers on our Q2 checkout optimization initiative."
Red Flag #3: No Hiring Manager Visible
Sign: No name attached, generic "recruiter" as contact
Why: Real positions have real people driving the hire
Action: Search LinkedIn for the hiring manager. If you can't find someone who would logically own this role, be cautious.
Red Flag #4: Suspiciously Wide Salary Range
Sign: "$50,000 - $150,000 depending on experience"
Why: A range this wide suggests no real position exists
Reality: Real budgeted positions have defined compensation bands.
Red Flag #5: The Company Is "Always Hiring" This Role
Sign: Same position posted repeatedly over years
Why: Either massive turnover (red flag) or ghost job
Check: Search the company name + job title in Google. If the same role appears every few months for years, be suspicious.
Red Flag #6: Application Goes to a Black Hole
Sign: No confirmation email, generic portal, no interview timeline mentioned
Why: Sophisticated hiring processes have automated responses
Reality: Companies serious about hiring communicate clearly.
Red Flag #7: Mismatched Company Size and Role
Sign: 10-person startup posting for VP of Everything
Why: May be aspirational rather than real
Check: Does this role make sense for the company's current size and stage?
How to Focus on Real Jobs
Strategy 1: Prioritize Network-Sourced Opportunities
The math: 70% of jobs are filled through networking
Positions referred by actual employees are almost always real. The hiring manager has budget, timeline, and urgency.
Action: Before mass applying, reach out to connections at target companies. Ask: "Is this position actively being hired for? Who's the hiring manager?"
Strategy 2: Look for Urgency Signals
Signs of real, urgent hiring:
- "Immediate start" or specific start date
- Named hiring manager
- Detailed team structure mentioned
- Clear project or reason for hire
- Interview process timeline included
Strategy 3: Research Before Applying
Before every application:
Strategy 4: Apply Directly + Through Network
Best approach:
Strategy 5: Set Time Limits
Rule: If no response in 2 weeks, move on
Don't obsess over any single application. Treat applications as options in a portfolio—some will pay off, many won't.
What To Do If You're Stuck in Ghost Job Purgatory
If You've Applied and Heard Nothing:
Week 1: Wait patiently, continue applying elsewhere
Week 2: Send one follow-up email
Week 3: Try to find the hiring manager on LinkedIn, send brief message
Week 4: Assume it's a ghost job and move on
If You've Interviewed and Vanished:
This is different from ghost jobs—this is poor candidate experience. But:
- Send a follow-up after each round
- After 2 weeks of silence, send a "closing" email
- Move forward with other opportunities
General Rule:
Never put your job search on hold for any single opportunity, no matter how perfect it seems.
The Bigger Picture
Ghost jobs are a symptom of a broken hiring system:
- Companies don't pay a cost for wasting candidate time
- Job boards profit from posting volume, not fill rates
- Recruiters are measured on activity, not outcomes
Until this changes, job seekers must protect their own time.
Your Action Plan
For Every Application:
Change Your Ratio:
Before: 90% applications, 10% networking
After: 50% applications, 50% networking
Track Your Data:
Keep records of:
- Applications sent
- Response rate by source (job boards vs. referrals)
- How long postings had been up
- Time to first response
You'll quickly learn which sources yield real opportunities.
Don't Let Ghost Jobs Discourage You
Yes, many job postings are fake. But real opportunities exist every day.
The key is strategy:
- Network first, apply second
- Research before investing time
- Don't take silence personally
- Keep moving forward
Your dream job is out there. Let's make sure you're not wasting time on ghosts.
Use CVCraft to optimize your resume so that when you find a real opportunity, you're ready to make the most of it.
Frequently Asked Questions
What is a ghost job?
A ghost job is a job posting that a company has no immediate intention to fill. These postings may be kept online to collect resumes for future needs, make the company appear to be growing, satisfy internal requirements, or test the market for talent availability.
How can I tell if a job posting is fake?
Red flags include: posting has been up for 90+ days, vague job description with buzzwords, no specific team or hiring manager mentioned, salary range is suspiciously wide, company seems to always be hiring for this role, and the 'apply' button leads to generic forms.
Why do companies post jobs they don't intend to fill?
Reasons include: building a talent pipeline for future needs, appearing to investors/clients as a growing company, satisfying internal policies requiring external postings, gathering market intelligence on salary expectations, and keeping the option open in case budget is approved.
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