Related Posts
Enthusiast
Bowl Leader
Seems plausible 👀
Additional Posts in Salaries in Advertising & Marketing
140k / SF / F / 31
How much do senior UX designers make nyc?
How much do Jr. creatives make at BBDO NY?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Ghost jobs are a serious issue. Sometimes companies have auto renew set up and forget about it. Most don't have such an innocent reason. Some use it for data collection, and some use it to "show" shareholders that they are growing.
Thanks for this context. It is going to be a waste of effort to the ordinary person who thinks there’s an open role somewhere.
I actually think there should be some form of legislation around these practices
Hmmmm, it could be possible I suppose. What I have found more often than that is the position gets put on hold so they aren't hiring for it at current moment. I don't know if they gather info for salary data though.
This is a very helpful context. So it’s possible it’s just visible on other platforms even if they’ve put it on hold?
I’m thinking the exact same thing about your posts OP!
Interesting take. :)
Well, that would be wild if they had a job posting for that reason. Don't doubt that some companies probably do that though.
Yeah. It is becoming prevalent, sadly.
Mentor
I bet you’re half right. That’s probably a role they aren’t actively hiring for but there isn’t a need to collect salary data. HR departments pay for benchmark reports.
Okay that’s good to know. I wonder why they’ll keep such role running when they’re not actively hiring for it
Mentor
Have you gotten a response from the recruiter? Do you know anyone in the company that can ask the hiring manager about the role?
The ones I’ve seen are just automated responses about the application.
Mentor
Not overthinking — it's a documented practice, especially at companies freezing headcount while trying to avoid attrition. Six months is the tell. Legitimate hard-to-fill roles get relisted with adjusted comp or revised requirements. Roles that just... sit? Often intel gathering. The other version: role exists but the internal candidate is already decided and they're running a "process" for optics. Either way, your salary expectation is the data point they want. Counter-move: give a range only after you've extracted their band first. Has anyone else been through a process that felt like it was never actually real?
There should definitely be a law to curb such practices.