What are Ghost Jobs?

If you’ve ever applied for a job only to hear nothing back for weeks or months, you might have come across a ghost job. These are job postings that stay open even when the company has no real plans to hire. They show up on company career pages, job boards, and LinkedIn. They give the impression that the organization is actively recruiting when, in reality, they’re not.

This raises an important question: are ghost jobs just a frustrating trick, or is there a legitimate reason for them? 40% of businesses post job openings that aren’t actually available. Job seekers often see them as a waste of time, but some businesses argue that keeping job listings open helps with long-term hiring plans, salary research, and even maintaining a strong company image. While the practice isn’t outright illegal, it’s definitely controversial, and it’s changing the way people think about job hunting and recruitment.

What Are Ghost Jobs?

Ghost jobs are postings for roles that may not exist—or at least, not yet. Companies use them for all sorts of reasons, like gathering resumes for future openings or making it look like they’re growing faster than they really are. Sometimes, these listings stick around simply because no one took them down after a position was filled. Other times, they’re intentionally left up to see what kind of talent is out there. Moreover, the roles seldom stay up there during a hiring freeze, when HR won't recruit new employees.

Of course, not every unfilled job is a ghost job. Some positions are just genuinely hard to fill. And while ghost jobs aren’t scams in the traditional sense, they can still be frustrating for job seekers who spend time in the job search applying for roles that don’t actually exist. That’s why there’s growing pressure on companies to be more transparent about whether they’re really hiring or just keeping their options open.

How Ghost Jobs Appear

Ghost jobs show up in different ways, sometimes making it difficult to tell if a company is genuinely hiring or just keeping a listing active for other reasons.

On company career pages, some businesses keep certain roles permanently listed and sign as if they were constantly hiring—even when they have no immediate need for new employees. Job boards can also contribute to the problem, as outdated or automatically reposted positions create the illusion of ongoing recruitment. Then there’s LinkedIn, where companies advertise jobs to promote engagement and brand visibility, regardless of whether they actually plan to fill the role.

Common Misconceptions

A lot of confusion surrounds ghost jobs. One common belief is that all unfilled jobs are ghost jobs, but in reality, some roles remain open simply because they’re difficult to fill. Another myth is that ghost jobs are scams designed to take advantage of applicants because they might ask the candidate for some input—e.g. a code challenge—which the company can then use. While they can be frustrating for candidates, most are posted by legitimate companies for internal planning rather than fraudulent purposes. Finally, some people assume that job postings disappear immediately after hiring, but in many cases, listings linger due to slow administrative processes or a company’s choice to keep a steady stream of applicants coming in.

Why Do Employers Post Ghost Jobs?

Ghost job postings may seem misleading to job seekers, but for companies, they often work for strategic purposes. While not every business adopts this strategy, many use it to prepare for future hiring needs, keep up their brand value, or stay competitive in the job market. Let’s take a look at these reasons in detail:

Building a Candidate Pipeline

One of the biggest reasons companies post ghost jobs is to keep a steady flow of resumes. If they keep open job listings, businesses can continuously collect applications and assess potential talent, even when they don’t have an immediate opening. That's also why career pages are a good way to create a talent pool.

Employer Branding and Market Perception

Certain job postings can also shape how a company is perceived. Posting multiple job openings can create the impression of rapid growth, which can impress investors, reassure clients, and position the company as an industry leader. This strategy is particularly common among startups and expanding businesses looking to strengthen their market presence. It’s a “fake it till you make it” move.

Benchmarking Salaries and Industry Trends

Some companies use job postings to investigate the talent market. As they collect applications, they can analyze salary expectations, skill levels, and experience trends without committing to an immediate hire. This allows hiring managers to adjust their compensation offers and stay competitive when they are ready to recruit.

Meeting Compliance or HR Quotas

In some cases, ghost jobs exist simply due to compliance requirements or internal HR policies. Certain businesses, especially those receiving government funding or operating under strict labor laws, are required to publicly post job openings—even if they plan to promote from within or delay hiring. Other companies have internal mandates to list job openings to preserve fairness in hiring, even when no immediate recruitment is planned.

How to Use Ghost Jobs Ethically

Since ghost jobs aren’t going away anytime soon, companies must find ways to use them ethically—without misleading applicants. How?

Be Transparent About Future Hiring Needs

If a job description is for pipeline-building rather than an immediate hire, companies should state that clearly in the listing. Letting applicants know the position could be a ghost job or may not be filled correctly will help manage expectations. A “we're not hiring right now, but we'd like to see your application” message can do it.

Limit Unnecessary Listings

Posting jobs that won’t realistically be filled in the near future—or at all—can harm a company’s reputation. Businesses should regularly review job listings and remove those that are no longer relevant or necessary.

Engage With Candidates Even If Hiring Is Delayed

A common complaint about ghost jobs is the lack of response from employers. Even if hiring is postponed, companies should acknowledge applications, provide updates, and set realistic expectations about job responsibilities. A simple message explaining the hiring timeline can improve the candidate experience.

Monitor Employer Brand Perception

Companies that frequently post ghost jobs without follow-through might also risk damaging their reputation. Job seekers share their experiences on platforms like Glassdoor and LinkedIn, and repeated complaints about fake job listings can discourage top talent from applying. Employers should track online reviews to see how the market reacted to their practices. And if they sense that reviews and commentary are too negative, recruiters should adapt their process.

The Impact of Ghost Jobs on Talent Acquisition

Ghost job postings may benefit companies, but they also affect job seekers navigating job boards and the hiring process. As transparency becomes more important, businesses need to consider how these listings complicate their recruitment strategies.

When candidates repeatedly apply for jobs that never land them interviews or responses, they lose their confidence in the company. Over time, this can discourage qualified candidates from applying and hurt the employer's reputation. If a company becomes known for posting misleading job listings, attracting top talent will become a headache in a competitive job market.

The awareness of ghost jobs is growing, and candidates are becoming more selective. For job seekers, it's routine to research a company's reputation and, conversely, share their negative experiences online. Transparency may soon become a rule rather than a preference. Companies that fail to address concerns about misleading job listings risk damaging their employer brand.

One of the ways to avoid posting ghost jobs is by using the right tools that replace or outsmart the benefits of running ghost ads. Some of those tools allow companies to build a narrow, select talent pool without getting hundreds of applications on a posting that will result in nothing. AI and Applicant Tracking Systems (ATS) can help improve recruitment as they can organize applications and narrow down strong candidates. These tools allow hiring teams to manage large applicant pools and verify that qualified professionals are considered when real hiring opportunities arise. So, a properly configured ATS system outsmarts the strategy of posting ghost jobs to receive hundreds of resumes to then start sifting from there on.

The Future of Ghost Jobs in Recruitment

While ghost jobs are unlikely to disappear completely, companies will need to balance workforce planning with honesty if they want to stay competitive.

Job seekers are already pushing for greater transparency, and companies that don’t adapt may find it harder to hire and retain talent. Some governments, like the Canadian federal government, are already explicitly requiring businesses to confirm whether a job is actively open. Some governments might follow suit and ask employers if filling the job is pressing, or if it's just posted for future recruitment.

That doesn’t mean employers have to stop pipeline-building altogether. Instead, they should be upfront about their hiring timelines, engage with candidates even if hiring is delayed, and regularly update job postings to reflect real opportunities when they are actively hiring.

Ghost Jobs FAQs

Are ghost jobs illegal, or are they just an ethical gray area?

Ghost jobs are not illegal, but they often raise ethical concerns, as they can mislead job seekers and damage a company’s reputation.

Can ghost jobs be a sign of internal company issues?

Yes, frequent use of ghost jobs can indicate internal challenges, such as poor workforce planning, high turnover, or a lack of clear hiring strategies.

What role do AI and automation play in ghost job postings?

AI and automation, particularly through Applicant Tracking Systems (ATS), can help replace and outsmart a ghost job-posting strategy. An ATS can organize applicant data so companies can build a talent pipeline when the time comes without recurring to forever-online job postings.