How to spot fake job postings and avoid scams

If you’ve ever felt frustrated by job listings that seem too good to be true or lead nowhere at all, you’re not alone. The truth is, the job market is full of fake postings and ghost jobs that can waste your time or even put you at risk. To help you navigate this confusing landscape, nine experienced experts have shared their advice on red flags to watch out for, so you can differentiate between legitimate opportunities and scams designed to exploit job seekers.

Look for salary transparency

In my experience, the biggest red flag has nothing to do with the job description or the company website. The real issue shows up when a listing has zero mention of salary—or worse, it dodges the topic altogether.

If a job post says something vague like “competitive pay” or “salary dependent on experience” without giving even a basic range, I immediately question whether the company is serious about hiring. A real position has a budget. If a company cannot commit to a number, it probably is not committed to filling the role anytime soon. I have seen roles stay open for six-plus months because companies “want to see what talent is out there” without offering a concrete salary. That being said, the real test happens during the first conversation. If an employer dances around pay or refuses to give a range even when asked, something is off.

Avoiding salary discussions leads to drawn-out hiring cycles, wasted interviews, and applicants walking away after weeks of back and forth. Personally, if a company will not disclose a number after the second conversation, I consider that a dead end. The best job listings give at least a range—$65K to $75K, $20 to $25/hour, or even “starting at $80K.” Anything is better than a mystery.

Patrick Beltran, marketing director, Ardoz Digital

Identify unusual application methods

From what I’ve seen, one key indicator that job seekers can use to identify fake or “ghost job” listings is unusual application methods or interview processes. Being able to identify these uncommon practices can serve as red flags, potentially saving candidates time and protecting them from scams.

Be cautious of job postings that ask you to apply through non-standard channels. Legit companies typically use official company portals or professional job platforms for applications (for example, LinkedIn, Indeed, Glassdoor, etc). Red flags for application methods include:

• Requests to apply via personal email addresses (like @gmail.com, @yahoo.com, etc.)
• Applications through messaging apps or social media platforms
• Unusual file upload requirements

Real companies generally follow standard interview protocols. Be on the lookout for:

• Interviews conducted entirely via text messaging
• Unusually short interviews
• Sudden interview invitations without prior application
• Requests to download specific messaging apps like Telegram for interviews

Some additional warning signs during the interviews could be:

• Immediate job offers without thorough vetting
• Overly agreeable interviewers who quickly present offers that sound too good to be true

By being vigilant about these unusual practices, job seekers can better protect themselves from potential scams and focus their efforts on real job opportunities. Remember, most reputable companies will conduct initial interactions through professional channels and use standard video conferencing tools for remote interviews.

Lisa Frank, marketing specialist, AM Industrial Group

Beware of pressure to act quickly

One big red flag I’ve noticed with fake or ghost job listings is when there’s an intense sense of urgency. If a recruiter tells you to apply or accept an offer immediately, without giving you time to think or ask questions, that’s a major warning sign. Legitimate companies understand that making career decisions takes time, and they don’t push candidates into rushed commitments.

This urgency is often a tactic to catch people off guard, leaving them less time to notice inconsistencies or research the company. For example, I’ve seen postings where they say, “You must confirm today, or the offer will be gone!” That’s just not how real hiring works.

When you feel pressured like this, take a step back and ask yourself why they’re in such a hurry. A trustworthy employer will respect your need to evaluate the opportunity and respond on your timeline, not theirs. Always prioritize your due diligence, even if it means walking away.

Ani Ghazaryan, head of content marketing, neptune.ai

Watch for overpromising job listings

A major red flag that job seekers often overlook is job listings that overpromise but under define. If a role boasts unlimited income potential, vague benefits, or rapid career growth but lacks concrete details about daily responsibilities, team structure, or performance expectations, that’s a strong indicator that the listing may be misleading or even nonexistent. Remember that in hiring, clarity is key, legitimate employers know exactly what they need and can articulate it. If a job sounds too good to be true without clear accountability, it likely is.

From my experience, a well-structured job posting reflects an organization’s professionalism and operational maturity. Companies with real hiring needs define their expectations, required skills, and key performance indicators clearly. When those elements are missing, it suggests either disorganization or, worse, a bait-and-switch scenario where the role doesn’t truly exist, or the reality of the job is far from what’s being advertised.

Another critical factor is the lack of transparency about success metrics and internal structure. If a company cannot outline who the role reports to, how performance is evaluated, or what the first 90 days will entail, it signals potential instability. This could mean unclear leadership, shifting priorities, or a lack of long-term investment in employees.

To vet these listings, job seekers should scrutinize the details. Does the job posting explain how success is measured? Is there a clear reporting structure? Are the responsibilities specific, or is it all broad promises? If the listing reads more like a promotional pitch than a structured opportunity, it’s worth questioning whether the job is real, or whether it’s just a tactic to build a talent pipeline without immediate intent to hire.

Stephen Greet, CEO and cofounder, BeamJobs

Check for clear points of contact

Usually, a real job listing includes a clear point of contact. If a posting only provides a generic company email or a web form with no mention of a hiring manager, that is a major concern. A genuine employer will always make it clear who is in charge of recruitment. When there is no name, no department, and no way to confirm who is reviewing applications, there is a good chance the job does not exist. Many applicants send in résumés, receive an automated response, and never hear anything again.

This becomes even more obvious during the hiring process. If you get an interview but cannot figure out who is making the hiring decision, that is a red flag. Companies that post fake openings often go through the motions of interviews, wasting time without ever planning to hire. Asking directly who is leading recruitment and when a final decision will be made can provide answers. If those details stay vague or keep changing, there is little reason to believe the job is real.

To avoid getting caught up in this cycle, always check if the hiring manager is listed on the company’s website or LinkedIn. If there is no sign of anyone connected to the job, that is a signal to be careful. When reaching out, ask for direct contact with the person making the decision. If a company is serious about hiring, they will be upfront. If they are not, you will save yourself the trouble of chasing something that was never real to begin with.

Lucas Botzen, talent acquisition specialist and founder, Rivermate

Research company’s online presence

Most companies tech savvy enough to utilize online resources for hiring are also likely to have some kind of online presence. It’s not just about a random job posting floating around. You should be able to find them online—like, do they have social media? A blog they actually update? Check out places like LinkedIn or Glassdoor. See what employees are saying or if the company posts anything there.

If you can’t find anything recent about them, no updates, or they basically don’t exist online at all, that’s a huge warning sign. These “ghost jobs” often come from companies that are only names on paper (or on a job board), not actual, real businesses. Or sometimes, it’s agencies using fake jobs to collect résumés or contact info.

Basically, if a company’s legit, there will be some online buzz about them—more than just one lonely job post. If the job listing doesn’t match up with what you find online, it’s likely a fake.

Sha’ Cannon, fractional chief operating officer, Sha’ Cannon Business Solutions

Avoid requests for excessive personal information

A company that asks for excessive personal information is a big red flag. Legitimate employers do not typically request sensitive details (bank account info, social security number, passport details) in the early stages of the hiring process. If the application requires unusual personal data upfront, it’s likely not legitimate, and applicants should stay away. Any requirement to pay a “training fee” or invest in equipment for a job almost always signals a scam. Trust your gut.

Jacquelyn Lloyd, CEO and HR consultant, Jacquelyn Lloyd Consulting

Check posting duration

One key indicator job seekers can use to discern whether a job is fake or a ghost job is how long it has been posted past its closing date. Job seekers often apply to hundreds of jobs to land one. The numbers game is not just wasting time. It’s also increasing their personal information exposure to scammers as it’s likely that several companies are fake or ghost jobs out of the hundred in a month. In fake and ghost jobs, your personal information is vulnerable to scams or marketers for profit.

If it’s a fake job, its legitimacy can often be questioned depending on where it’s posted, who posted it, and how fast the posting disappears. On LinkedIn, fake jobs disappear quickly. The key to discerning the validity is if the company posting is an actual company. Mostly, phony job postings are from fake companies. Job seekers should Google the company and check the website to confirm whether the posting is active. You can also contact the company directly via email or phone to ensure the company is still hiring. You can also search LinkedIn for the recruiter to see if they’ve posted the position.

If you confirm that the job posting is real, the company may have hired the candidate but kept the posting past its closing date. Companies use this strategy to fill their pipeline with future candidates. Some companies post their hiring process flow on their website and give applicants options on how the company can use their application or resume information. Options may include information that could only be used for posted positions, the company’s newsletter, or future positions.

With the increased use of AI for job postings, there are blurred lines between what’s fake and what’s just a ghost job. While this allows many fake job creations or ghost jobs to save companies money by collecting data, job seekers must research companies deeply to avoid scams and save time applying for jobs.

Mark Anthony Dyson, founder, The Voice of Job Seekers

Assess job listing quality

A key indicator to look out for is the quality of the job listing itself. Often, fake or “ghost” job postings may contain numerous spelling and grammatical errors, overly generic job descriptions, or unrealistic promises such as extremely high pay for minimal experience or effort. Legitimate job postings are usually well-written and provide a clear, realistic description of the role, responsibilities, and qualifications required. If a job ad seems too good to be true or poorly put together, it could very well be a red flag signaling a fake job listing.

Gary Edwards, director, Voceer