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If you’ve been job hunting in recent years, you’ve likely come across your fair share of fake job listings. But these aren’t just scams run by shady companies—many legitimate businesses in the U.S. are also posting what are now known as ghost jobs. But why? Employers are increasingly launching these misleading job postings on platforms like LinkedIn, Indeed, and other job boards. In this article, we’ll break down what ghost jobs are, why companies use them, and how you can spot them—so you can navigate your job search more effectively.
A ghost job is a job posting where the employer has no immediate intention of filling the role. These listings have become increasingly common on job boards for various reasons, such as building a pipeline of future candidates, creating the illusion of company growth, or assessing the current talent pool. With the increasingly competitive job market in 2025, ghost jobs have become more prevalent. Some candidates even go through interviews for roles that were never intended to be filled, adding to the frustration of job seekers navigating today’s hiring landscape.
Let’s look at the numbers:
Ghost jobs aren’t new by any means. For decades, companies have used job postings strategically, even when they weren’t actively hiring. The rise of ghost jobs in recent years has been driven by shifting economic conditions and changes in hiring practices:
Today, ghost jobs have become more noticeable, especially as job seekers invest time into applications and even interviews for roles that may never be filled. This has led to growing frustration and skepticism in the job market. While businesses continue to use these listings for strategic reasons, awareness is growing among candidates, making it increasingly important to spot and navigate ghost job postings wisely.
While ghost job postings are frustrating for job seekers, understanding why businesses use them can help candidates navigate the job market more strategically. Companies use them for a variety of reasons. While they can indicate company growth and help maintain an active pipeline of candidates, there are several other motivations behind these postings. Below are the most common explanations:
One of the most common reasons businesses post ghost jobs is to build and maintain a strong talent pipeline. Even when there’s no active vacancy, companies want to be ready to hire quickly when the need arises. By continuously collecting resumes, they can skip the time-consuming sourcing process and have a shortlist of pre-qualified candidates to reach out to.
This approach is especially useful for roles that are difficult to fill or experience sudden turnover. Rather than scrambling when someone quits or a new contract is signed, businesses already have potential hires in their system. It’s a proactive strategy that allows companies to reduce time-to-fill and minimize disruptions to productivity.
Sometimes companies post job listings to test the waters before committing to a new hire. This lets them evaluate how many qualified candidates are available and how competitive the talent pool is for a specific role. The quality and volume of applications can help determine whether it’s a good time to hire or if the market is too tight to justify opening the position.
This method can also inform internal decisions about role requirements or benefits. For instance, if few candidates meet the current qualifications, the company might loosen requirements, boost salary offerings, or adjust the job title to attract more talent. Essentially, it’s a form of passive market research disguised as a job opportunity.
Job postings are a subtle yet powerful signal of a company’s momentum. By advertising multiple open roles—even ones they don’t plan to fill—some businesses create the appearance of rapid growth. This can instill confidence in investors, stakeholders, or customers who view expansion as a sign of success and stability.
While ethically questionable, this tactic plays into public perception. A company that looks busy and expanding may attract new business, talent, or media attention. For startups or early-stage companies, perceived growth can be a strategic branding move—though one that risks frustrating job seekers if no roles are actually available.
In large organizations or government agencies, internal policies or legal compliance may require that every job be posted publicly—even if a specific internal candidate has already been selected. This gives the appearance of equal opportunity hiring, even when the position isn’t truly open to outside applicants.
In these cases, the posting serves more as a formality. The role may be filled quickly, and external candidates may never be seriously considered. While frustrating, this is often beyond the control of the hiring manager and is simply part of following standard HR procedures.
Some job postings are made with the future in mind. If a company is expecting a new project, client, or seasonal surge in business, they may start collecting resumes in advance to be ready when demand increases. This is common in industries like retail, logistics, hospitality, and construction, where hiring needs fluctuate throughout the year.
By posting early, companies gain a head start in identifying strong candidates. They can conduct preliminary interviews, build relationships, and keep top talent warm until a position opens. This forward-thinking approach helps avoid last-minute hiring scrambles and ensures a smoother onboarding process once roles are available.
Ghost job postings are also used to test compensation expectations. A company might advertise a role with a specific salary range just to see how many applicants apply—and what qualifications they bring. This information helps employers better understand what the market deems “competitive” pay for certain positions.
This kind of testing can shape future job offers and internal salary structures. For example, if a posting with a $50,000 salary receives few responses, the company may realize they need to raise the offer. It’s a data-driven approach that allows businesses to fine-tune their recruitment and compensation strategies without committing to a hire.
Many job boards, like Indeed or LinkedIn, favor companies that post frequently and maintain updated listings. To stay visible and competitive on these platforms, some companies keep job postings live even if they’re not actively hiring. Ghost listings become a tool to “game the algorithm” and maintain brand visibility.
In competitive industries, this online presence is critical. A dormant company page can signal inactivity or stagnation. By contrast, regular job postings—even if not urgent—can keep the company’s profile fresh, active, and engaging for future job seekers.
For roles that experience consistent turnover, such as warehouse staff, delivery drivers, or customer support agents, it’s standard practice to always keep job postings live. These “evergreen” roles are constantly hiring, and employers need a steady flow of applicants to fill vacancies quickly.
Even if there’s no immediate need, employers in these industries can’t afford to slow down hiring. By keeping listings open, they ensure they can meet staffing demands without delay. These roles often include:
While it may feel like a ghost job to some, these postings are often real—it’s just that the hiring is ongoing and demand is constant.
As these fake job postings continue to frustrate job seekers, awareness around the issue has grown — prompting industry leaders, job platforms, and government agencies to begin addressing the problem. While there’s no single solution yet, steps are being taken to improve transparency and accountability in online job listings.
Major platforms like Indeed, LinkedIn, and Glassdoor have started taking more active roles in policing outdated or misleading job posts. Indeed, for example, has algorithms and user feedback systems in place to flag job listings that appear inactive or irrelevant.
These platforms now encourage job seekers to report job postings they suspect are misleading or no longer active. LinkedIn offers a “Report this job” feature on all listings, and companies with a pattern of outdated or misleading posts may face visibility penalties or suspension.
While there aren’t yet widespread laws targeting ghost jobs specifically, some state labor departments and workforce development agencies are beginning to look into regulations around transparent job postings. There’s a growing push — particularly in states like Colorado and California — to require clear salary information and more accurate descriptions in job ads, as part of broader pay transparency and fair hiring laws. These regulations indirectly help reduce ghost postings by making misleading ads easier to flag.
Companies are also beginning to feel pressure from job seekers and watchdog organizations. Negative reviews on platforms like Glassdoor or Blind often call out ghost postings, which can damage a company’s employer brand. In a tight labor market, companies that frustrate or mislead job seekers may struggle to attract high-quality candidates — incentivizing more ethical hiring practices.
Recruitment software companies and Applicant Tracking Systems (ATS) are also responding to the issue. Some platforms now include auto-expiry features for job listings, requiring recruiters to manually refresh or remove postings after a set time period. This helps prevent listings from lingering online long after they’ve been filled or closed.
AI is also being explored to detect and flag potential ghost jobs using behavioral patterns — such as listings that receive large numbers of applicants but never move candidates forward. While still early in development, these tools could significantly improve the transparency of online job markets in the future.
Ghost job postings can be frustrating and time-consuming, but knowing how to spot them can save you effort and help you focus on real opportunities. Here are some key signs that a job posting may be a ghost job—and what you can do about it.
If a job listing has been up for an extended period without updates or reposts, it may be a ghost job. Some companies leave listings active indefinitely to collect resumes, even when they have no immediate hiring needs.
When a company is actively hiring, they typically move candidates through the process quickly. If you apply and don’t hear back for weeks—or get generic responses with no clear next steps—the position may not actually be open.
If you notice a company repeatedly posting the same job every few months, it may be an evergreen or ghost job. Some companies do this to build a talent pool rather than to fill an immediate need.
Ghost jobs often have recycled, vague, or overly broad descriptions that don’t provide specifics about daily responsibilities, reporting structures, or expectations.
Legitimate job openings typically appear on a company’s official careers page and select job boards. However, ghost jobs may be mass-posted across multiple platforms with no updates.
Some companies conduct interviews for positions they don’t intend to fill. If you go through multiple interview rounds but never receive a firm rejection or offer, it’s possible the job was never real.
If a recruiter or hiring manager tells you they are “always accepting applications” or “keeping your resume on file,” but they don’t seem to have an actual role available, this could be a ghost job.
If something feels off about a job listing—whether it’s the wording, lack of urgency, or an unresponsive recruiter—it’s okay to move on.
Tired of applying to endless ghost jobs with no response? Starboard can help you land a real opportunity—fast. Our expert recruiting team works with a wide network of prequalified businesses to match you with a role where you can start succeeding right away. Don’t waste time on jobs that don’t exist—reach out today and let us help you find your next great opportunity.
Spotting a ghost job requires looking for key warning signs. If a job posting has been active for months without updates, lacks specific details, or repeatedly appears without any reports of actual hires, it may not be a real opening.
Check out our full list of tips for spotting ghost jobs in the above sections.
No, posting ghost jobs is not technically illegal, but it can be considered misleading and unethical. Companies are generally allowed to post job listings even if they have no immediate intention of hiring. While not illegal in most cases, ghost job postings can damage a company’s reputation and discourage qualified candidates from applying in the future.
Ghost jobs can be found in almost any industry, but certain types of roles tend to be posted more frequently without actual hiring intent. Common examples include:
While ghost jobs exist in various industries, job seekers can protect their time by looking for real, active opportunities and being cautious about vague or overly persistent job postings.
Applying to a suspected ghost job can still have value under certain circumstances. Even if the role isn’t currently open, your resume might be added to the company’s talent pipeline for future openings. Many businesses keep applications on file and revisit them when a relevant position becomes available. Additionally, applying allows you to get your name in front of a recruiter or HR department, which can sometimes lead to outreach for other roles that weren’t advertised publicly. If you’re genuinely interested in the company and the job aligns with your skills, it may be worth the effort — just don’t rely on it exclusively in your job search strategy.
Estimates vary, but according to a report from Clarify Capital, about 40% of employers admitted to posting job listings they weren’t actively trying to fill. Other sources suggest the number of ghost listings could range from 20% to 50% of all job ads at any given time, depending on the industry and platform.
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