I wonder if some escrow protocol would be a solution to the ghosting problem.
Something like, when a company make a job posting they must put some cash in escrow for each candidate they are currently interacting with, and if they ghost you by not responding according to a timely schedule, you get the escrowed money.
Similarly when the job posting has received applications, that have not been rejected in less than a week, they are either autorejected, or they transition to escrow state where they must be handled or else cost money.
It would also have the merit of preventing companies to cast too big a net wasting everybody's time, just to collect data.
Wonder whether it's something that could emerge by people not applying to companies not offering ghost-protection protocol. Or whether name-shaming companies lacking basic courtesy is sufficient.
It could also maybe create more problems that it would solve, because it would add some intermediary in the recruitment process preventing peer to peer contracts. Which brings potentially many problems because it centralize applications for different companies but it also add levers to control bad practices.
Not sure how it could be regulated given international context.
I was ghosted by a company after going through multiple hours-long interviews. It's the first time it's happened this egregiously.
No communication after 3 rounds, including with very senior people. Last interview was a month ago. Sent two requests for updates. Nothing.
If this helps eradicate the issue I'm for it.
Interesting, I was thinking about doing something similar just the other day given all the shennanigans going on with ghost jobs.
There's a lot of time wasted individually by candidates vetting companies. For instance I've had to resort to using OSINT techniques and public records to weed out fake jobs because my cold interview->conversion rate is abyssal (1:1000+).
I've seen companies and positions being advertised where when you look up the secretary of state info, its either been shut down/suspended, or the directors/owners listed are dead people (i.e. semi-recent obituaries +- 1 year). The positions posted are always newer than the deceased person. I've also seen a lot of business info posted resolving to a UPS store address. Definitely presents as red flags when looking.
It would be useful to be able to crowdsource a lot of the due dilligence that must be done individually that could easily be automated as well as see the average turnaround time before rejection, and identify job postings that continuously roll (identical and reposted every 3-6 months)
Related tool: https://rolepad.com
Oct 2023, 130 comments: https://news.ycombinator.com/item?id=37792507
I would love it if this tool exposes job postings where the company has no intention of actually filling them, just trying to collect resumes. But does it do this?
It feels unfocused. Application tracking makes sense, but that isn't the same problem as understanding a company's interview process or talking to other applicants about their experience. And frankly, unless you get the entire industry using this for every job application, the community-based features are not going to have meaningful info. Also, the actual problem implied by the title - have I been ghosted - can be answered with static HTML: "If it has been 2 weeks, yes."
So if I were in your shoes, I'd decide what problem I really want to solve, and build an app laser-focused on a solution for that problem. Bring everything else in later, once you know you have PMF for whichever core problem you choose.
is that shadcdn or tailwind css? looks really nice
I love the direction and attempt. What I think is needed to encourage good behavior is a system that scans company job postings, archives them (Internet Archive), performs analytics as to whether these jobs are being filled (compare to LinkedIn data as best as you can, there will always be leakage), and potentially report non compliance around salary transparency to whomever in each state regulates that. LinkedIn doesn’t care, state regulators aren’t going to do this.
Think in systems. If the desired outcome is more honest and transparent behavior from job posters, the way to get there is public data and analytics to suss out signal of undercurrent intent internally. It’s an observability platform at its core.
Consider partnering with the hiring.cafe folks (search HN for relevant threads) if you want to achieve scale wrt feedback capture from applicants to drive analytics.