Ghosted by the Machine

Why does finding a job feel harder even though hiring technology keeps getting smarter? Monster.com founder and Boomband CEO Jeff Taylor explains how online recruiting evolved from newspaper ads and early job boards into today’s high-volume, AI-driven system. He explores why easy apply, ATS filtering, AI-generated applications, remote work, and compressed resumes have created a massive signal-to-noise problem. Jeff also explains how Boomband is approaching hiring differently by replacing static resumes with richer profiles built around skills, stories, experiences, interests, and context. Key Takeaways The resume and job description were originally shorthand for a much more complex story about a person and a role. Remote work, global access, and easy apply dramatically increased application volume and made it harder for employers to identify qualified candidates. ATS systems and automated screening can add more filtering without necessarily improving the quality of the match. One real-world job seeker submitted 900 applications in 15 weeks, received 17 first-round interviews, and ultimately received one full-time offer. Jeff believes the traditional resume is reaching the end of its useful life because it cannot capture the full range of someone’s skills and experiences. Career breaks, caregiving, music, side projects, passions, and other life experiences can reveal valuable skills that traditional resumes often overlook. Boomband’s dossier is designed to create a more complete picture of a person through work history, interests, accomplishments, lessons learned, and skills. Boomband’s arena is designed to match people and opportunities using factors including skills, salary, geography, company information, and connections. Better hiring technology depends on better human data, not simply adding more AI and automation to existing processes. As AI agents become more common, Jeff believes richer information about people and opportunities will become increasingly important for making better matches. Jeff’s profile linkedin.com/in/jeff-taylor-5212115a Timestamps 00:00 From Monster.com to Boomband 03:44 How hiring became global 06:39 Easy apply and application overload 09:17 ATS, AI, and automated screening 11:52 What 900 job applications reveal 14:24 Why resumes are reaching end of life 20:56 How Boomband approaches hiring differently 22:09 Building a whole-person dossier 29:08 Matching people and jobs differently 38:47 The future of AI and hiring Keywords job search, hiring process, Boomband, Monster.com, resume, AI in hiring, applicant tracking systems, ghost jobs, recruiting technology, future of work

What makes finding a job so frustrating in today’s hiring market? Mike Ingberg shares his experience returning to the job search after more than 30 years in public relations, marketing, social media, sports PR, agency work, and corporate communications. He discusses the disappearance of personal follow-up, the growing problem of ghost jobs, employer reputation, automated rejection messages, networking, ATS systems, and the emotional toll of searching for work. The conversation also explores why empathy and human connection still matter in an increasingly automated hiring process. Mike’s profile linkedin.com/in/mikeingberg Key Takeaways Mike brings more than 30 years of communications, public relations, marketing, and social media experience to his current job search. The ability to personally follow up with employers has largely disappeared, making it harder for candidates to differentiate themselves and build relationships. Networking and relationships with former colleagues have become increasingly important for finding opportunities and reaching the right people. Ghost jobs can damage an employer’s credibility and eventually cause candidates to question whether its openings are legitimate. Mike believes job platforms, employers, and policymakers need to take greater responsibility for protecting job seekers from misleading job postings. Silence and lack of responses can take an emotional toll on candidates, especially after investing significant time in applications and customized materials. The timing and impersonal nature of automated rejection emails can make an already difficult experience feel even less human. Job seekers need ways to release frustration, clear their minds, and refocus when the emotional pressure of the search becomes overwhelming. Mike questions whether ATS technology and automated application tools are preventing qualified candidates from getting genuine consideration. Behind every application is a real person investing time, energy, and hope in finding their next opportunity. Timestamps 01:05 Mike’s communications background and job search 03:14 What feels different about hiring today 05:32 The growing problem of ghost jobs 06:38 Who should be responsible for ghost jobs 08:14 Frustration with employer silence 10:37 The problem with automated rejections 11:31 Finding hope during the job search 12:47 Handling the emotional pressure 14:03 What needs to change in hiring 14:29 ATS systems and automated applications Keywords job search, ghost jobs, hiring process, candidate experience, employer reputation, ATS systems, job seeker frustration, networking, automated rejection, human-centered hiring

What happens when decades of communications experience still aren’t enough to get noticed? Michael Keegan shares what he has learned during a nearly two-year job search, including the challenges of ageism, being considered overqualified, ATS filters, ghosting, and a difficult Washington, DC employment market. The conversation also explores how AI is changing communications careers, why experienced professionals need to adapt without discounting their expertise, and why human judgment, messaging, and real-world experience remain valuable skills that AI cannot replace. Michael’s profile linkedin.com/in/michael-keegan Key Takeaways Long-term unemployment can make even highly experienced professionals question their skills, resume, and career strategy. Experienced candidates can face assumptions about age, adaptability, digital skills, salary expectations, and being overqualified. AI is changing communications by automating tasks such as first drafts and press releases, but it cannot replace strategic judgment and message development. Learning to use AI as a tool can help experienced professionals remain competitive without abandoning the expertise they have built throughout their careers. Long career histories can create resume challenges when candidates must decide how much experience to include without highlighting their age. ATS keyword filtering can make it difficult for qualified candidates to demonstrate the full value of their experience. Being willing to accept a more junior position does not necessarily eliminate employer concerns about overqualification or age. Ghosting becomes especially frustrating after candidates invest significant time in multiple interviews. Experienced professionals bring judgment, context, crisis experience, and an understanding of audiences that cannot easily be replicated by technology. Hiring managers should consider the talent and experience a candidate brings, not simply how closely that person matches a job description. Timestamps 00:00 Michael’s two-year job search 02:50 Why the job market became harder 03:55 How AI is changing communications 05:39 Learning to use AI 06:28 Second-guessing after hundreds of applications 08:36 Ageism and experienced candidates 10:46 ATS filters and overqualification 14:37 Ghosting after job interviews 18:07 Signs the job market may improve 19:56 Why experience still matters Keywords long-term unemployment experienced candidates ageism in hiring AI in communications job search candidate ghosting overqualified candidates Applicant Tracking Systems communications careers hiring experienced workers

What if job seekers could review recruiters and hiring managers the same way consumers review other experiences? In this episode, Kevin Maharaj explains why he created Ghosted Platform and how candidate feedback could bring greater transparency and accountability to the hiring process. The conversation explores candidate ghosting, recruiter communication, anonymous reviews, employer branding, and the emotional impact of searching for work. You’ll also learn how constructive feedback can help employers understand what candidates experience and why improving hiring from negative to neutral may be much simpler than companies realize. Key Takeaways Ghosted Platform gives candidates a way to review individual recruiters and hiring managers. Candidate reviews can create a feedback loop that helps organizations identify problems in their hiring process. Poor communication and ghosting can turn an otherwise ordinary hiring experience into a negative one. Candidates do not necessarily expect every hiring experience to be exceptional; basic communication and transparency can make a significant difference. Anonymous reviews can give job seekers a place to share experiences they may not feel comfortable discussing publicly. Reviews should focus on constructive, professional feedback rather than becoming a place simply to attack recruiters or employers. Positive reviews are as important as negative reviews because they can highlight recruiters and hiring managers who treat candidates well. Recruiters could eventually ask candidates for reviews as a way to demonstrate the quality of their candidate experience. Candidate experience affects employer branding because every applicant has an interaction with the company’s brand. Marketing and talent acquisition can work together to treat the hiring process as an important brand experience. Kevin's Profile - linkedin.com/in/kevinsmaharaj Timestamps 00:00 Introducing Ghosted Platform 03:53 The frustration that inspired the platform 06:19 Reviewing recruiters and hiring managers 10:39 Why transparency and communication matter 19:53 Keeping candidate reviews fair 21:26 The emotional toll of job searching 29:53 Understanding the candidate perspective 31:53 Moving from negative to positive experiences 35:46 Hiring as a marketing opportunity 38:33 The future of candidate feedback Keywords candidate experience hiring process recruitment feedback candidate reviews recruiter reviews hiring transparency employer branding candidate ghosting talent acquisition HR technology

What does today's job market look like when you are just beginning a new search? David Lingholm shares his perspective at the very start of his job search after 15 years in social media management across chemical, utility, and public-sector organizations. He discusses what he wants from his next opportunity, why this search feels different, how AI and ghost jobs are changing the candidate experience, and why real conversations and relationships are giving him hope. David's Contact Info: linkedin.com/in/davidlingholm Key Takeaways David has 15 years of social media management experience across multiple industries. Social media professionals must continually adapt to changing platforms, tools, algorithms, and audience behaviors. David is looking beyond job titles and focusing on roles involving social media strategy, governance, and organizational leadership. Strong social media governance requires clear ownership, consistent standards, appropriate platform selection, and secure account access. David's strength is connecting people with resources, learning opportunities, data, and relationships that can help them move forward. This job search feels different because he is approaching it with less pressure and a more intentional mindset. AI-powered hiring tools and automated job application services raise concerns about how candidates are evaluated and represented. Ghost jobs and poor job recommendations have made LinkedIn less effective for David's job discovery. David is relying more on manual job searches, direct outreach, and limiting social media use to protect his well-being. Coffee chats, lunches, professional relationships, and conversations with friends are helping him stay hopeful and sharpen his approach. Timestamps 00:00 Starting a new job search 00:48 Fifteen years in social media 01:39 Why social media never stops changing 02:31 How platforms and audiences are evolving 03:18 Moving toward strategy and governance 05:27 Managing social media access and risk 06:13 Helping others navigate their careers 07:44 Why this job search feels different 08:14 Concerns about AI in hiring 10:12 Ghost jobs and changing search strategies Keywords job search, AI in hiring, ghost jobs, social media strategy, social media management, LinkedIn job search, career transition, candidate experience, social media governance, professional networking