How to break your tech company of its nasty ghost job posting addiction before it’s too late

Photo by GRAS GRÜN on Unsplash

Does your company keep ghost job postings on the careers page like they’re some kind of lifeline? It might feel like harmless fun, but let’s face it — it’s an addiction. And just like any bad habit, the longer you indulge, the harder it gets to quit.

Ghost job postings — those fake “We’re hiring!” ads that never result in a hire — are becoming a tech industry crutch. On the surface, they seem like a clever strategy to “stay ready” for the next big hire or boost your image. But in reality, they’re a lot like a drug. They provide a fleeting sense of control and competence while slowly poisoning your company’s reputation and morale.

If your company can’t stop posting jobs it doesn’t intend to fill, it’s time for an intervention.

Argument: Why companies get hooked

Why do companies keep doing it? Because it feels good in the moment. Ghost job postings provide a quick fix for deeper insecurities:

1. A hit of future-proofing: Companies convince themselves they’re preparing for a rainy day by keeping resumes “on ice.” But stockpiling talent doesn’t work when word spreads that your jobs aren’t real.
2. A facade of growth: A loaded careers page makes a company look successful, even if there’s a hiring freeze. But it’s all smoke and mirrors, and savvy candidates can see right through it.
3. Budget validation: Need to justify headcount to the CFO? Post a few roles and say, “Look, we’re hiring!” The problem is, your employees and candidates start to notice.
4. Disorganized chaos: Sometimes, it’s not even strategic — ghost postings happen because no one takes responsibility for cleaning up the mess.

Like any addiction, ghost job postings might start small, but over time they become harder to stop. And the damage? It spreads far and wide.

Counterarguments: the excuses of an addict

When challenged, companies addicted to ghost postings often have their defenses ready.

1. “We’re just keeping our options open.”
   Translation: “We don’t actually know what we’re doing.” Keeping your options open at the expense of candidate trust will backfire when people stop applying altogether.
2. “It’s a smart branding move.”
   Except it’s not. A company with a bloated, inactive careers page looks sloppy, not aspirational. Candidates value transparency over fake growth signals.
3. “We’re too busy to manage this.”
   If your hiring processes are too chaotic to remove outdated listings, you’re sending a loud signal that your operations aren’t up to par.

Solutions: Kicking the habit

Breaking an addiction is hard, but it’s not impossible. Here’s a rehab plan for your company:

Admit there’s a problem:
The first step is acknowledgment. If your company posts roles without intent to hire, own up to it. Identify how and why this habit started.

1. Clean up the careers page:
   Conduct an honest audit. Remove outdated or inactive listings immediately. Then, set up a system to prevent new ghost postings from slipping through the cracks.
2. Label speculative postings clearly:
   If you must post a role for future hiring, be upfront. Use a disclaimer like, “This is a talent pipeline posting. We’re not actively hiring but would love to stay connected.”
3. Invest in healthier habits:
   Replace ghost postings with meaningful initiatives. Showcase real employee stories, company milestones, or community impact. These efforts build a stronger brand than fake job ads ever could.
4. Hold leadership accountable:
   Change requires buy-in from the top. Managers should be incentivized to align job postings with real hiring plans and penalized for misuse.

Conclusion: Time to quit before it’s too late

Ghost job postings might feel like an easy fix, but they’re a destructive habit in the long run. They waste candidates’ time, frustrate your HR teams, and erode trust in your company’s name.

Breaking free won’t be easy, but it will be worth it. The tech industry is already competitive enough — why sabotage your own reputation with practices that make you look unreliable?

If you’re ready to quit, start now. Audit your postings, set realistic hiring goals, and commit to transparency. And if you’re not sure where to begin, ask yourself: Would you trust a company addicted to ghost jobs?

What’s your experience with ghost job postings — as an insider or an applicant? Have you seen companies successfully quit this habit? Let’s talk in the comments!

Will Kelly is a writer, strategist, and keen observer of the IT industry. Medium is home to his personal writing projects. His professional interests include generative AI, cloud computing, DevOps, and collaboration tools. He has written for startups, Fortune 1000 firms, and leading industry publications, including CIO and TechTarget. Follow him on X: @willkelly. You can also follow him on BlueSky: willkelly.bsky.social.