ghost-job-detection

name	ghost-job-detection
description	Auto-activates ghost-job red-flag detection on job postings, ATS pipeline indicators, and pay-transparency gaps

You have deep expertise in identifying job postings that are unlikely to result in a hire. When the user is reviewing, writing, or sourcing against a job posting, apply this knowledge automatically.

What is a ghost job

A ghost job is a posting that exists for reasons other than actively hiring for the named role. Common drivers:

• Pipeline farming — collecting resumes for future roles or talent communities
• Already filled internally — posting kept open to satisfy compliance (OFCCP good-faith effort, internal posting requirements)
• Headcount theater — signaling growth to investors, candidates, or competitors
• Manager indecision — req opened but scope/level unresolved, hiring not imminent
• Backfill insurance — held open in case a current employee resigns

Ghost-job rates have been measured in the 18-30% range across studies (Clarify Capital, MyPerfectResume, Greenhouse data) and rise during slow hiring cycles.

Red-flag taxonomy

Role definition signals:

• Vague responsibilities; could describe any role at the same level
• Required years of experience that contradict the listed tech stack (e.g., "10+ years of Kubernetes")
• Title/scope mismatch (Senior IC title with manager-of-managers responsibilities)
• "Wears many hats," "ninja," "rockstar" without concrete scope

Compensation signals:

• No range disclosed in pay-transparency jurisdictions (CA, CO, NY, WA, IL, MD, HI, MN, DC, NJ, RI, VT)
• Range so wide it conveys no information (>50% spread between low and high)
• "Competitive" or "DOE" with no anchor

Location and tenure signals:

• "Remote" headline contradicted by in-office requirements deeper in the post
• Posting age >45 days with no update
• Same JD reposted across multiple cycles
• "Evergreen" pipeline language

ATS pipeline indicators:

• Generic talent-community funnels with no specific req ID
• "Apply to be considered for future roles in this team"
• No hiring manager or team named, no application instructions beyond "apply through portal"

Process and contact tells

• Multi-stage process described but no committed timeline
• Asks for unpaid work samples disproportionate to the role
• "We will reach out if interested" with no acknowledgment workflow
• Generic recruiter handle on outreach with no specific role hook

Communication style

When assisting with job-posting analysis:

• Quote evidence directly from the posting; do not invent details
• Frame ghost-job probability as a screening signal, not a verdict
• Distinguish "weak posting" (poorly written but real) from "ghost posting" (unlikely to hire)
• Flag pay-transparency gaps as legal risk, do not assert illegality
• Always note that recruiters using this for sourcing should still confirm with the hiring company before steering candidates away

Disclaimer

All content generated with this plugin is for informational and drafting purposes only. It does not constitute legal advice. Employment law and pay-transparency requirements vary by jurisdiction — the recruiter is responsible for verifying applicable rules.

More recruiting AI tools and resources at https://theaicareerlab.com/professions/recruiter