Tech Worker Leads Push for Federal Ban on ‘Ghost Job’ Postings

When Eric Thompson lost his job in October 2024, he quickly discovered a growing frustration shared by many job seekers: the prevalence of so-called “ghost jobs.” These are job postings that companies have little or no intention of filling. After months of encountering them during his search, Thompson decided to take action. Now, he is spearheading an effort to pass federal legislation that would ban the practice nationwide.

A Growing Concern Among Job Seekers

Thompson, 53, a network engineering leader based in Warrenton, Virginia, first learned about ghost jobs in 2023, when a friend described the endless cycle of applying to positions and never hearing back. He soon realized many of those listings were not genuine openings.

Ghost jobs occur when businesses advertise positions without a specific intent to hire. Employers may do this to stockpile résumés for future needs, to create an impression of rapid growth for investors, or to keep an active recruitment pipeline for high-turnover roles. The scale of the problem is significant. Data from Greenhouse, a hiring software firm, showed that 17% of all job postings on its platform in the second quarter of 2025 were never intended to be filled.

Frustrated man using a laptop | Source: Pexels

The Push for Federal Legislation

Frustrated by the lack of accountability, Thompson formed a coalition of eight professionals, known as the Truth in Job Advertising and Accountability Act (TJAAA) working group. In May 2025, they drafted a proposal for federal legislation to ban ghost jobs and increase transparency in hiring.

“There’s nothing illegal about posting a job, currently, and never filling it,” Thompson explained. “It’s really hard to prove, and so that’s one of the reasons that legally, it’s been kind of this gray area.” The TJAAA draft includes several key requirements for employers posting jobs:

• Clearly state intended hire and start dates.
• Indicate whether the position is new or a backfill.
• Disclose if internal candidates will receive preference.
• Report how many times the role has been posted in the past two years.

The legislation would also set limits, requiring that job posts remain active for no more than 90 calendar days, while mandating a minimum four-day application window before review. The proposal applies to companies with more than 50 employees, with fines starting at $2,500 for violations.

Thompson emphasized the importance of federal action, noting that state-level measures cannot cover postings distributed across multiple states or through third-party platforms.

Men shaking hands | Source: Pexels

Lawmakers Show Interest but Delay Action

Since launching his advocacy, Thompson has dedicated 20 to 30 hours each week to legislative outreach. He says he has held nearly 30 meetings with Congressional staff from both parties.

“We have had a lot of people say, ‘We would support this if it came to the floor. However, we are too busy right now to make this a priority,’” Thompson said. With lawmakers slow to act, Thompson and his colleagues are now concentrating on grassroots organizing to pressure legislators to move the proposal forward.

Part of a Larger Movement

The campaign aligns with a wider movement to curb ghost jobs and promote transparency in recruitment. Starting January 1, 2026, Ontario, Canada, will require companies to update applicants on their status and prohibit ghost job postings. In the United States, state lawmakers in New Jersey, Kentucky, and California have proposed similar bills addressing job ad practices and interview ghosting.

For Thompson, who had no prior experience in advocacy, the process has been a steep learning curve. But he remains determined to keep the issue alive in public discussion. “It’s a problem a lot of people know about,” he said. “But once people find a job, they forget about it.”