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Discussion (56 Comments)Read Original on HackerNews
The part you wouldn't like is the unintended consequences: Every company would be forced to use an ATS to manage applicants, and all hiring would have to be pushed through the ATS. The ATS would have some default timeout where candidates who aren't hired get the e-mail to comply with the law. Nothing is gained because you're not getting real information, but now every company must force you to apply through an ATS portal to make sure every e-mail receives that alert.
I know it's frustrating, but stacking laws like this doesn't get useful information out of companies but it does force the application process to revolve around demonstrating compliance with the regulations.
That would still be a big improvement over just getting ghosted
If that makes you feel better it is suggestive of a deeper problem. Getting ghosted is part of life. At least its an authentic representation that you aren't worth someone's time. It seems more spontaneous, less premeditated. That's life. You just have to learn to get over it.
Also, what company nowadays doesn’t use an ATS? I’ve seen a few startups that take applications via email or discord but those are few and far between. Most are using Workday/Indeed/Linkedin or what have you.
Eh, that's like saying taxing them is pointless because they'll just spend more on accountants to find loopholes. It's only true if you have the political will to pass the laws but not enough to fund the teeth needed to enforce them. Gather reports of boilerplate rejections, launch investigations, drag companies to discovery to find their deliberate efforts to end-run the spirit of the law, extract fines sufficient to fund investigations into the next 10 companies.
We've tried one thing, and it didn't work so we're all out of ideas! - The USA when it comes to regulating companies.
Eightfold AI is getting sued right now for acting as a credit reporting agency -- not just by scoring people, but by gathering data on them in the first place for the sake of reporting to employers.
If you ask a third party business to do run a background check, there are a bunch of responsibilities that triggers -- a right to view what's in the report, a right to know if it's being used against you, a right to dispute what's in it, and even to consent to it being pulled in the first place.
But if some recruiter or hiring manager goes directly to your former or current boss, behind your back, this is somehow not even taken seriously as a problem.
Because the Fair Credit Reporting Act governs background checks. It isn't limited to money, or to scoring -- it covers any third party that reports data about you, for the sake of determining if you're eligible for anything from a loan to an apartment to a job. The language of it is broad enough that it doesn't just cover your spending and payment habits, but extends to your general habits, criminal history, personal character, and "mode of living."
I'm saying the behavior normalized by recruiters is a giant loophole in the Fair Credit Reporting Act.
Because when they proactively reach out to random individuals you worked with, to ask you for your views on them as a reference, without your consent, that is an exploit. It is a workaround. It is skirting the actual intentions of the thing, because its scope is limited to "agencies" -- which, no matter how broad that term might be, still ultimately means third party data collectors.
If something your boss said about you came up on a background check, you would have a right to know about it. But if someone on a hiring team goes behind your back to that same boss, for those same comments, that is widely accepted as fine and normal.
That's the part that's a real problem.
https://www.reuters.com/sustainability/boards-policy-regulat...
https://www.nytimes.com/2026/01/21/business/ai-hiring-tools-...
I don't even know what I applied to that's a ghost and what isn't. Maybe I'm completely clueless, but there's no difference: recruiters ghost, sometimes companies ghost and sometimes they reply, sometimes you get an F U letter, you're not good enough, sometimes not.
How did people even find out ghost jobs existed? I feel like the swindle must not be new.
I save all the jobs I apply to, so it's fairly easy to check/compare and I found plenty of cases where job ads get reposted after some time.
In one instance, I applied for a role in December '25, got a (boilerplate) rejection email a couple of days later (although my profile directly matched the job requirements and I had previous experience working in that specific field), job ad goes offline and re-appeared 3 months later - exact same time and job description.
This is not an isolated case, I have multiple job ads that get reposted every couple of months
For starters you can find it out from the inside...
With any job, it would be one thing if it were at the applicant stage, and I hadn't talked to a person at any point. But with this one, there was an offer in front of me and there was no one at all who had both the capacity and the willingness to explain what had just happened.
If I started the job and they pulled this on day three, they would have to give a reason to an unemployment office.
I don't care how little inclination businesses have to tell the truth. Make them commit to the lie, in writing, somewhere that it actually costs something.
Good start nevertheless
Famous/obvious bug in the H1B process, but not sure how this legislation would address it. If they're legally obligated to post the role, won't they just say "we'll fill this job <whenever the H1B process says we can take this down>"?
I've been to interviews where I was there just to prove they did interviews and I also spent half a year working the politics to create a job for myself.
I have a friend who is loved by her coworkers (and myself) who we'd all like to see get a promotion but they may be obligated to do a national search. Stuff like that happens all the time.
I also feel like there's a very clear private solution here which is creating a company for both employers and employees to use which requires more transparency from both.
This would essentially become a signal to both sides of the transaction that this is someone you want to do business with, and it's self-regulating.
Anyone have an idea how this might impact me? They're not my postings, I just package em up and ship em. Strive to comply with all laws and TOS and not trying to make trouble.
2) You might be considered a third party platform.
If my job search had gone on any longer I would have given myself (and my bot) a job to search and destroy those listings.
Related:
https://www.hrdive.com/news/new-york-passed-bill-aimed-at-ha...
https://www.congress.gov/crs-product/IF12977
"Show me the incentive and I'll show you the outcome." We are aligning incentives, with policy, to encourage desired outcomes.
The incentive also exists, for the kinds of employers who would post ghost jobs, to also force in-person work again. You don't have to pay these fines to multiple states on one ghost job if the job is only available in one location.
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https://www.nysenate.gov/legislation/bills/2025/S8877
Laws are frameworks. My brand of libertarianism is "decentralizing concentrations of power" and "giving people the software tools to self-organize". But in the meantime, yeah, if there would be laws for anything, it would be this kind of stuff. It is why I can get behind Intellectual Property for Trademarks, before I get behind Copyrights and Patents. Trademarks are about making sure actors don't misrepresent who they are and appropriate the brand of other actors. I think many libertarians would come to support Trademark enforcement laws if they were presented that way.