If you’ve been job hunting lately, you’ve probably experienced it — sending out hundreds of applications and hearing nothing back. Maybe a bot responds, but no human ever does. It feels like your résumé has been swallowed by a black hole.
And in a sense, it has.
It may have been consumed by what recruiters now call a “ghost job” — a posting that looks legitimate, complete with a detailed description, start date, and even a LinkedIn link, but isn’t real. According to a 2024 Resume Builder survey, these fake or inactive listings make up nearly 40% of all job postings.
“There may be no hiring manager behind it, or it’s not really a position that exists,” says Brandi Britton, executive director at recruiting firm Robert Half. Though companies often see them as harmless, recruiters increasingly describe the practice as toxic — especially in a challenging job market where applicants are already struggling.
Why Do Companies Post Ghost Jobs?
A 2025 survey by Clarify Capital found that 37% of employers admitted to keeping job listings up because they’re “always open to new people.” Another 22% wanted to build a pool of potential applicants, while 16% said they did it “in case irresistible candidates apply.”
But for job seekers, this practice feels misleading — and recruiters agree.
“Ghost jobs are most common for entry-level or junior roles, or for companies hiring at large scale,” says Lamar Nava, VP of customer services at Betts Recruiting. Many businesses began posting them after the COVID-19 hiring slowdown, either hoping those positions would reopen soon or to create the illusion of growth while actually struggling.
This so-called “pipelining”—collecting résumés for future openings—is one of the most frequent reasons recruiters see ghost jobs posted. “I’ve always been against it,” Nava says. “It wastes time and creates a terrible candidate experience.”
Some companies also fear turnover after hiring overqualified employees. Others keep listings up to make the organization look successful to investors or the public. Ironically, leaving roles posted too long often backfires, making job seekers skeptical about the company’s credibility.
“They want to show the market exists for that role,” says Gillian Robles, VP of accounts and growth at Maven Recruiting, “even if they don’t have the budget or headcount to hire.”
Other Motives Behind Ghost Jobs
Recruiters point to several other reasons companies keep phantom listings online:
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Market research: Some employers use job postings to gauge salary expectations or talent availability — though modern salary benchmarking tools now make that unnecessary.
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Testing the waters: Smaller companies or inexperienced hiring managers sometimes post jobs just to see what kinds of candidates apply before committing to a real search.
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Employee pressure: In some cases, a listing is used as leverage against underperforming staff — a silent signal that their job may not be secure.
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Legal compliance: Government agencies or companies hiring foreign workers on visas may be required to post a job publicly, even if a candidate is already chosen.
How to Spot a Ghost Job
Fortunately, there are red flags job seekers can watch for:
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Old or constantly reappearing listings — especially those active for months without updates.
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Vague descriptions that lack detail about responsibilities or next steps.
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Outdated start dates, such as listings posted in October with an August start date.
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No hiring contact or manager listed.
Conversely, some signs suggest a posting is legitimate. On LinkedIn, for instance, a “promoted” tag usually means the company paid to advertise it — unlikely for a fake listing. Clear next steps or direct contact information are also positive signs.
What Should You Do If You Suspect a Ghost Job?
Even ghost jobs can lead to interviews, though hiring might never happen. If you’re uncertain, recruiters recommend asking targeted questions, such as:
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Why is this position open?
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How long have you been looking to fill it?
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What’s been missing from the candidates you’ve seen so far?
These questions can reveal whether there’s a genuine need — or if the company is simply browsing résumés.
The Future of Ghost Jobs
Most recruiters agree that ghost postings hurt everyone involved. “You’re frustrating a whole group of people,” says Bill Sofio of Express Employment Professionals, “and those people talk — especially to others you want to attract.”
Still, the practice may be slowly declining. States like New Jersey, Kentucky, and California have introduced legislation requiring companies to remove inactive listings or disclose if a posting is for a future opening. Clarify Capital also reports that the number of employers keeping listings active for more than 30 days has dropped from 68% in 2022 to 33% in 2025.
And there’s a bit of hope for applicants. As AI-driven recruiting tools improve, companies may actually revisit those talent pools they once ignored. “Technology can pull your application back to the surface when needed,” says Robles.
So, while ghost jobs may not always lead to offers, your application might not be lost forever.
“Sometimes,” Robles adds, “it comes back around.”