GUAYNABO, PR (July 2, 2026) – The Ghosting Consequences Report released by trusted online resume builder LiveCareer®, found that 48% of workers would not apply to a company again after being ghosted during the hiring process. Based on a survey of more than 1,000 U.S. workers, the report also found that 42% would trust a company less after the experience.
Key Findings
- Many candidates won’t give employers a second chance: 48% would not apply to a company again after being ghosted.
- Ghosting hurts employer reputation: 42% would trust a company less after the experience.
- Employer ghosting is widespread: 45% of workers say they have been ghosted during the hiring process.
- Workers think the problem starts with employers: 45% believe employers ghost candidates more often than candidates ghost employers.
Ghosted Candidates Don’t Come Back
Employer ghosting can have lasting consequences for companies. Nearly half of workers say they would not apply to a company again after being ghosted during the hiring process.
- 48% would not apply to a company again after being ghosted
- 42% would trust the company less after the experience
- 37% would share the experience with others
- Only 17% say it would not affect their perception or behavior
Hiring Teams Go Silent at Every Stage of the Process
Nearly half of workers (45%) say a potential employer has stopped communicating with them after they had already entered the hiring process.
- 19% – Ghosted after an initial communication, such as an email, text, or phone call
- 22% – Ghosted after one or more interviews
- 12% – Ghosted after completing a skills test or project
- 13% – Ghosted after being told an offer or next steps were coming
The majority of workers also give potential employers considerable time before assuming they have been ghosted.
- 10% – Assume they have been ghosted within one to three days
- 25% – Four to seven days
- 26% – One to two weeks
- 14% – More than two weeks
- 24% – Continue following up until they receive a response
Workers Say Employers Are the Bigger Offenders
Workers are more likely to blame potential employers than job seekers for ghosting during the hiring process.
- 45% say employers ghost candidates more often than candidates ghost employers
- 33% say both sides ghost about the same amount
- 21% say job seekers ghost employers more often
Candidates Believe Employer Ghosting Is Usually Intentional
Workers feel that ghosting from hiring teams are related to deliberate hiring decisions rather than recruiting challenges, like an incredibly high volume of applicants.
- 57% believe employers stop communicating after choosing another candidate
- 33% believe employers decide a candidate is not the right fit but avoid formally rejecting them
- 21% believe the job opening was put on hold or canceled
- 18% believe the hiring process was disorganized
- 15% believe employers were overwhelmed by the number of applicants
- Only 10% believe employers ghost candidates because they rely too heavily on automation or AI
“The LiveCareer Ghosting Consequences Report found that ghosting talent during the hiring process extends far beyond short-term frustration for job seekers,” said Jasmine Escalera, career expert for LiveCareer. “Candidates invest significant time and energy researching companies, preparing for interviews, completing assessments, and following up on opportunities. When a potential employer suddenly stops communicating, many workers see it as a sign of how the organization treats its people. As our findings show, ghosting can damage trust and discourage qualified candidates from considering future opportunities with the company.”
To view the full report and for more information, please visit https://www.livecareer.com/resources/careers/ghosting-consequences or contact Elizabeth Buccianti, senior manager, public relations at [email protected].
Methodology
The findings presented in this report are based on a nationally representative survey conducted by LiveCareer using Pollfish on April 14, 2026. The survey collected responses from 1,008 U.S. adults who are currently employed and explored their experiences communicating with potential employers during the hiring process. They answered different types of questions, including yes/no, open-ended, scale-based questions where respondents indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options.
Participants represented a broad cross-section of the working population in terms of gender and age. The sample included 52% male respondents (528) and 47% female respondents (477). Age-wise, the distribution was also balanced: 14% were aged 18–28 (Gen Z), 27% were aged 29–44 (Millennials), 29% were aged 45–60 (Gen X), and 30% were aged 61–79 (Baby Boomers). All participants were screened to ensure they were currently residing in the U.S. and actively employed at the time of the survey. The data collection adhered to Pollfish’s quality control standards to ensure the accuracy and reliability of the results.
About LiveCareer
LiveCareer’s online Resume Builder is designed to empower its users to get better jobs and improve their job search. A one-stop shop among AI resume builder tools, LiveCareer features cutting-edge resume templates, a powerful cover letter builder, and extensive free career resources to support job candidates in reaching their professional goals. Used by over 28 million job seekers around the world, LiveCareer has been publishing expert advice from Certified Professional Resume Writers since 2005. LiveCareer’s career tips have been featured in renowned media outlets, including Bloomberg, Forbes, and Newsweek. Stay connected with LiveCareer’s latest updates to improve your job search on Facebook and LinkedIn.
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