We know what it is. We probably know why it happens. But what do we do about it?
If you’ve applied for a job recently, there’s a good chance you know exactly what we mean by ghosting.
You submit an application.
Maybe you spend hours tailoring your CV, writing a thoughtful cover letter, and researching the company.
Then you wait.
And wait.
And wait.
Nothing.
No response. No update. No rejection. Just silence.
It’s one of the most frustrating parts of modern hiring. And according to early research we’ve been conducting with professionals in the tech industry, it’s also nearly universal.
In our initial survey of product managers, 100% of respondents said they had been ghosted after submitting an application.
Not most.
All.
That tells us something important. This isn’t a rare failure of the system. It is the system.
Why Ghosting Happens
It’s easy to blame companies or recruiters. But the truth is usually more complicated.
Hiring teams today are often overwhelmed. A single job posting can attract hundreds of applications in a matter of days.
Behind the scenes, a typical hiring process might look like this:
- Hiring manager raises a role
- HR posts the job
- Hundreds of applications arrive
- Screening begins
- Priorities shift internally
- Candidates drop in and out of consideration
- Interviews happen in waves
- The role evolves or disappears
Along the way, communication breaks down.
Sometimes it’s because there simply isn’t time to reply to everyone.
Sometimes it’s because decisions are unclear.
Sometimes it’s because nobody wants to send a difficult message.
And sometimes the truth is even simpler:
The system was designed to process applications, not care for applicants.
The Problem with Silence
Ghosting might seem harmless from the inside of an organisation.
But from the candidate’s perspective, it feels very different.
Applying for a job is not a trivial act.
It requires:
- time
- emotional investment
- hope
- and often vulnerability
When that effort disappears into silence, it sends an unintended message: Your time didn’t matter.
That perception is damaging, not just to candidates, but to companies too. Because hiring is not only about filling a role. It’s also about building a reputation.
Every applicant is a potential:
- future employee
- customer
- collaborator
- advocate
Or critic.
Why Feedback Isn’t Always Easy
One of the most common suggestions for fixing ghosting is simple:
“Just give feedback.”
In theory, that sounds reasonable. In practice, it’s not always straightforward.
Constructive feedback requires:
- time
- careful wording
- confidence in the decision
- and sometimes difficult conversations
Hiring decisions are often subjective. Explaining them honestly can be uncomfortable.
For example:
- “We found someone with more experience in a specific area.”
- “The team didn’t feel the chemistry was right.”
- “Another candidate was simply stronger.”
None of these are easy messages to deliver. And in many organisations, recruiters are told to avoid detailed feedback entirely because of legal risk or internal policy.
So instead of imperfect feedback, candidates receive no communication at all.
It’s understandable. But it still leaves people in the dark.
The Real Issue: Respect
When we look closely at the ghosting problem, something deeper appears. The issue isn’t just communication. It’s respect.
Respect for the effort candidates make.
Respect for the uncertainty they experience.
Respect for the fact that job searching can be emotionally draining.
Good hiring processes recognise this.
They treat applicants not as entries in a spreadsheet, but as people navigating an important life decision.
And importantly, respect works both ways.
Candidates should also respect the reality that hiring is complex, imperfect, and often unpredictable.
The goal isn’t perfection. The goal is better balance.
So What’s the Solution?
There isn’t a single fix. But there are several changes that could significantly improve the situation.
1. Fewer Applications, Better Conversations
One of the biggest drivers of ghosting is volume.
When hundreds of candidates apply to every role, communication inevitably breaks down.
A healthier model would focus on smaller pools of well-matched candidates, where genuine conversations can happen.
2. Clearer Hiring Signals
Many roles attract huge numbers of applications because it’s unclear:
- how serious the hiring intent is
- what the salary range is
- how quickly the company plans to move
Greater transparency would help candidates decide when it’s worth applying.
3. Human Review Before Automation
Automated screening tools can help manage volume.
But when candidates feel they’ve been rejected by an algorithm before a human even looked at their profile, trust erodes quickly.
Technology should support hiring decisions, not replace human judgement.
4. Small Signals of Communication
Not every applicant can receive personalised feedback. But small signals can make a big difference.
Even simple updates like:
- “We’re still reviewing applications.”
- “The role has been paused internally.”
- “We’ve moved forward with other candidates.”
can remove a lot of uncertainty.
What We’re Exploring at Matchez
At Matchez, we’ve been thinking about this problem a lot.
The traditional model of recruitment encourages mass applications and heavy filtering. But that environment almost guarantees ghosting.
We believe hiring should work differently.
Instead of endless CV submissions, we’re exploring ways to create smaller, more meaningful introductions between candidates and companies, where conversations happen earlier and expectations are clearer from the start.
It’s still early days. But one thing is already clear.
The future of hiring won’t be built on more automation and more filtering. It will be built on better conversations.
A Simple Principle
If there’s one principle we keep coming back to, it’s this:
Hiring should feel less like shouting into the void
and more like having a conversation over coffee.
Because at its heart, that’s what recruitment really is.
Two people exploring whether they might build something meaningful together.
What has your experience been with ghosting during hiring?
We’re currently collecting research from professionals across different industries.
If you’d like to contribute your perspective, please join Matchez and we’ll be in touch, so that you can share your experience.