2,888 job seekers logged on site tracking corporate ghosting

The website Did They Ghost You has recorded 2,888 reports of employers ceasing contact with job candidates after extensive interview processes. The platform, launched in June 2026, aggregates anonymous submissions from applicants who were abruptly dropped by companies.

The data reflects a widespread issue in the current labor market. A September 2026 survey by the hiring platform Greenhouse found that 45% of U.S. job seekers who reached the interview stage reported being ghosted. The study polled 1,200 candidates and indicated that the lack of communication is a common experience rather than an isolated incident.

Gary Meyer, a 42-year-old marketing consultant based in Toronto, created the site as a side project. He specializes in artificial intelligence and started the platform after hearing friends complain about disappearing interviewers. He shared the link on LinkedIn, and the site received more than two million visitors within the first few days.

During the summer peak, the site processed five to six new submissions every minute. Meyer personally reviews and approves each report before it is published. He stated that the volume of traffic was striking and suggested the site resonated deeply with the professional community.

To protect user privacy, Meyer does not publish the full text of individual reports. The platform also does not track personal user data. Instead, each submission adds to a cumulative tally for the specific company involved. Several major constituents of the S&P 500 are ranked on the site based on the frequency of these incidents.

Meyer defines ghosting as the cessation of contact after a candidate has progressed through multiple hiring stages. He excludes applications that receive no initial response, a scenario he considers standard in the modern job market. The site targets candidates who completed multiple interview rounds, met with various staff members, and in some cases traveled to different cities or states for in-person meetings.

The site features specific examples of the frustration felt by candidates. One user noted that an HR director labeled them the preferred candidate immediately after a final interview, only for communication to stop entirely. Another reported being ghosted only to see the company repost the same job advertisement a week later.

Career coach Phoebe Gavin suggests that ghosting is often a failure of basic etiquette rather than a reflection of the candidate's qualifications. She notes that the hiring process demands significant unpaid labor from applicants, making a lack of communication a breach of professional dignity. While candidates often blame themselves for making a mistake, Gavin argues that the responsibility lies with the company to provide closure.

Managers at smaller organizations may ghost candidates when they juggle recruitment with regular duties. Internal factors such as budget cuts, hiring freezes, or leadership changes may also prevent a manager from providing a detailed explanation to an external candidate. Despite the site's rapid growth, Meyer has no plans to transform it into a large-scale review platform comparable to Glassdoor.

Meyer currently manages a backlog of reports and intends to continue operating the site. He views its long-term future with some irony. His ideal outcome is for the hiring industry to fix its communication practices, rendering the need for the website obsolete.