The Phantom Workforce: Making Sense of the Ghost Job Debate
TL;DR: Job seekers are increasingly running into “ghost jobs”—postings that aren’t actively being filled. Surveys suggest as many as 20–40% of listings fall into this category, often due to pipeline building, compliance, or shifting budgets. For candidates, it creates frustration and mistrust. For leaders, it’s a reminder that credibility depends on aligning signals with reality—whether in hiring or in change.
1. A Market That Feels Confusing
If you’ve talked to job seekers lately—especially in change management—you’ve likely heard the same refrain: “I applied, I waited, and I never heard back.” It’s not just the occasional recruiter silence. It feels like a pattern. Roles remain posted for months. Job ads reappear with slightly different titles. Candidates spend hours on applications only to see no response.
This has fueled growing conversation about so-called “ghost jobs.”
2. What Do We Mean by Ghost Jobs?
The term refers to job postings that:
- Aren’t immediately open due to budget, timing, or hiring freezes.
- May have been filled internally but remain posted for compliance reasons.
- Serve as pipeline builders, where companies collect resumes to prepare for future hiring.
In short, these are listings that may not correspond to an active hire in the near term.
3. What the Data Shows
While it’s hard to know exactly how many postings fall into this category, multiple surveys suggest the trend is real:
- A 2025 Greenhouse study estimated about 1 in 5 online postings aren’t actively filled.
- A ResumeBuilder survey reported that around 40% of companies admitted to leaving jobs open that they weren’t currently hiring for.
- Revelio Labs research found that while 91% of roles were filled within six months in 2019, by late 2024 that figure had fallen to under 50%.
This doesn’t mean every stale posting is deceptive—it may simply reflect today’s slower and more uncertain hiring environment. But it does explain why the market feels so frustrating for candidates.
4. Why Would Companies Post Jobs That Aren’t Immediately Filled?
Organizations have a range of reasons:
- Building talent pipelines: Keeping roles posted allows companies to identify future candidates.
- Market research: Listings can help gauge candidate interest or compensation expectations.
- Signaling growth: Public job postings can communicate vitality to investors, customers, or competitors.
- Policy compliance: Many HR systems require roles to be posted externally, even if an internal candidate is being considered.
- Timing shifts: Hiring plans can change quickly due to budgets, reorganizations, or strategy pivots.
In most cases, the intent isn’t to mislead—it’s to stay ready in a volatile environment.
5. The Candidate Experience
Whatever the reason, the lived experience for job seekers can be discouraging:
- Time invested in applications that don’t lead anywhere.
- A lack of clarity about whether a role is truly open.
- A distorted sense of market demand, as job boards show volume that may not reflect actual hiring.
For professionals already navigating career transitions, this uncertainty adds another layer of stress.
6. Signs a Posting May Not Be Active
No test is perfect, but candidates often watch for:
- Roles posted for long stretches with little update.
- Job descriptions that are very broad or generic.
- Positions not listed on the company’s official site.
- No response or follow-up despite meeting qualifications.
These are indicators, not guarantees—but they can help job seekers focus their energy more effectively.
7. Lessons for Change Practitioners
There are parallels here worth noticing:
- Signal vs. substance: Just as a job ad may not equal an active role, organizational signals in change efforts sometimes outpace actual readiness.
- Experience matters: A candidate’s perception of fairness mirrors an employee’s perception of transparency during transformation.
- Trust is central: Whether in hiring or change management, credibility erodes quickly if signals don’t align with reality.
8. Navigating the Market More Effectively
For job seekers, a few strategies can help:
- Confirm on official channels: Check the company’s own careers page.
- Lean into networks: Referrals can validate which postings are genuine.
- Balance effort with payoff: If a posting feels stale or vague, weigh carefully how much time to invest.
- Ask directly: Reaching out to recruiters or employees can bring clarity.
Final Thought
Ghost jobs highlight the gap between organizational signals and candidate experience. For some companies, these postings reflect genuine future intent. For candidates, they can feel like a moving target. The broader lesson for leaders is clear: credibility depends on alignment between what’s said and what’s real. In hiring, in change, and in leadership, that alignment is what builds trust.
ChangeGuild: Power to the Practitioner™
Frequently Asked Questions
What is a ghost job?
A ghost job is a posting for a role that isn’t actively being filled. It may exist to build a candidate pipeline, test market conditions, comply with HR policies, or prepare for future hiring once budgets and headcount open.
How common are ghost jobs?
Studies suggest ghost jobs are not rare. A 2025 Greenhouse report estimated about 1 in 5 postings go unfilled, while ResumeBuilder found that 4 in 10 companies admitted to having ghost job listings.
Why do companies post roles they don’t intend to fill right away?
Organizations often use postings for future pipeline building, market research, compliance with internal/external posting rules, or to maintain visibility during uncertain hiring conditions. Sometimes the job has already been filled internally but remains listed for transparency.
How can job seekers recognize a ghost job?
Red flags include:
- Listings that remain posted for unusually long periods.
- Job descriptions that are vague or very broad.
- Postings not found on the company’s official careers site.
- Lack of communication after applying, even if you’re qualified.
What can candidates do to avoid wasting time?
- Verify the role on the company’s official site.
- Lean on networks and referrals for validation.
- Reach out to recruiters or employees directly.
- Balance effort — if a listing feels stale or vague, prioritize your energy elsewhere.
Read More About It
Eira May
Anuz Thapa
Erin Davis
Ava Martinez
Tired of chasing signals that don’t match reality?
At ChangeGuild, we help practitioners cut through noise—whether it’s in hiring markets or inside organizations. Our community is built for change leaders who want sharper insights, practical tools, and solidarity in the work.
Join us and get access to weekly deep dives, practitioner reports, and a growing library of resources designed to put power in your hands.
This post is free, and if it supported your work, feel free to support mine. Every bit helps keep the ideas flowing—and the practitioners powered. [Support the Work]
