If you keep applying for jobs that seem like a fit but rarely hear back, you may be falling for so-called “ghost jobs” or advertisements for roles that companies are not actively trying to fill.
A recent survey of over 1,000 hiring managers by Resume Genius confirms that the ghost job problem has surged. In fact, 47% of respondents admit that companies intentionally post jobs they do not plan to fill immediately.
What’s their motive?
Companies often post fake jobs to build resume pipelines for future openings or signal growth or financial stability to investors, clients or competitors. Nearly a third of hiring managers point to internal HR policies requiring a role to be advertised externally before an internal candidate is appointed.
Sometimes hiring managers post fake jobs to gather salary and market data and then leverage the research to justify a new role, or secure budget approval or higher salary before opening a job requisition.
Their motives are not always malicious – some companies have poorly managed hiring processes or stretched recruiters who have to prioritize urgent roles, while others languish. According to data from the Society for Human Resource Management (SHRM) Recruiting Benchmarking, the median number of active requisitions per recruiter rose to 25 in 2026, up from 20 in 2025.
"Job seekers should know that they can't assume every active job posting represents a priority hire,” notes Nathan Soto, career expert at Resume Genius.
Stop wasting your time. Here are some ways to distinguish a “hot” job opening from a low-priority or “ghost” job posting.
Spot Obvious Red Flags
Surface-level red flags are early, visible warning signs that a job opening is either fake or languishing on the back burner.
“Read the tea leaves,” advised Doug Schade, technical search expert and senior partner for Software Technology Search.
For instance, if the job has been posted for months and attracted hundreds of applicants without being filled, the company may be fishing for resumes or isn’t sure what type of applicant they need.
A vague or generic job description, or unclear hiring process often signals internal disorganization or a lack of intent to hire. Legitimate companies outline their hiring steps on their career pages.
When a job posting shows an unrealistic salary or a massive gap—like a range of $100,000 to $250,000 — it shows that an employer lacks a clear hiring plan or may be trying to attract applicants by hiding the true compensation for the role. A range of $20,000 to $30,000 is more realistic, Schade said.
Always cross-reference a job posting with the careers page on the company's official website and look for news releases that signal the need to hire—such as funding rounds, executive changes or the acquisition of new clients or contracts.
Also, look for evidence that the role is being actively promoted or discussed by recruiters or hiring managers on LinkedIn or social media, which indicates urgency.
Ghost jobs and fake listings frequently leave distinct clues. Save time by spotting and eliminating the listings that companies keep open online despite having no urgency, budget or intent to hire anytime soon.
Connect and Verify
Even if an opening seems legitimate, taking the time to verify the job description, hiring process and evidence of the hiring manager’s urgency and commitment can provide multiple benefits.
For example, connecting with the recruiter or hiring manager, current or former company employees, or someone from your alumni network to learn important details about the job opening can help you assess the importance of the role, how to tailor your resume and even garner referrals before you spend time applying.
Responsiveness and quick engagement from a recruiter often mean a role is an urgent priority and the company values a speedy and efficient hiring process.
A recruiter should be able to explain why the team is hiring, what problems the person will solve, who they’ll report to, and what the interview process looks like Soto noted, while slow responses and vague answers that lack specific facts are indicative of a fishing expedition.
Ideally, you’d also like to find out if the company is considering internal candidates and what success in the role truly looks like beyond the basic qualifications as well as the timeline for making a hire.
In fact, asking about the target start date for the role is vital because it helps you understand the hiring timeline, the company’s priorities and when to expect a decision.
“Specifically for tech candidates, I’d also prioritize roles where there is clear alignment between the job requirements and the company’s current business needs,” Soto added.
For example, data from Dice and other sources shows that recruitment priorities and budget allocations are currently concentrated on roles impacting AI deployment, foundational cloud and data infrastructure and strict cybersecurity compliance. On the other hand, roles for generalists and entry-level tech pros tend to receive low-priority status.
Recruiters that are serious about filling a position will not only provide concrete, well-thought-out answers but make you aware of potential delays in scheduling interviews or securing approvals for offers due to manager vacations or meetings, Schade pointed out. They will continue to provide timely communication and feedback throughout the hiring process.
That’s not to say that the job description, budget or timeline can’t change during the recruiting process. But a well-vetted opportunity offers the best return on effort because it focuses your energy on positions where hiring managers have the authorization and desire to extend a fast job offer to the right person.
