<story><title>Anonymously call out the bad behavior of “ghosting” by recruiters</title><url>http://ghostreply.com</url></story><parent_chain><item><author>awillen</author><text>It&amp;#x27;s a great problem that you&amp;#x27;re trying to solve, but this just isn&amp;#x27;t a great solution - it&amp;#x27;s no different than getting a throwaway email and sending a message yourself. Also, depending on the size of the company, the recruiter may have a good idea of who this is coming from.&lt;p&gt;A couple of suggestions:
1. Send these sorts of messages to the recruiter&amp;#x27;s boss&amp;#x2F;head of recruiting&amp;#x2F;head of HR. If the recruiter is ghosting out of laziness when they should not be, then making management aware of it will solve the problem. If the recruiter&amp;#x27;s told to do this by management, then management at least becomes aware that this policy is aggravating people.&lt;p&gt;2. Public shaming - make this a site where people can publicly name recruiters&amp;#x2F;companies who engage in this behavior. If companies see themselves incurring reputational damage from ghosting, it&amp;#x27;ll stop.</text></item></parent_chain><comment><author>kodah</author><text>Public shaming of individuals is really bad form. While it may solve problems in the immediate all it does is make people walk on egg shells in the future and doesn&amp;#x27;t really teach anything meaningful. In my opinion its tantamount to bullying or abuse. I see this kind of stuff on Blind all the time and it&amp;#x27;s disconcerting to see.&lt;p&gt;If you want some technical proof to this cultural concept, examine why blameless post-mortems exist. We learned a long time ago that naming larger organizations and not individuals incentivizes positive group-oriented change.&lt;p&gt;The more mature thing to do is develop relationships with recruiters so that your interactions are not so transactional. This requires &lt;i&gt;you&lt;/i&gt; to be less lazy too, but leads to more positive outcomes overall as it has for me.</text></comment>
<story><title>Anonymously call out the bad behavior of “ghosting” by recruiters</title><url>http://ghostreply.com</url></story><parent_chain><item><author>awillen</author><text>It&amp;#x27;s a great problem that you&amp;#x27;re trying to solve, but this just isn&amp;#x27;t a great solution - it&amp;#x27;s no different than getting a throwaway email and sending a message yourself. Also, depending on the size of the company, the recruiter may have a good idea of who this is coming from.&lt;p&gt;A couple of suggestions:
1. Send these sorts of messages to the recruiter&amp;#x27;s boss&amp;#x2F;head of recruiting&amp;#x2F;head of HR. If the recruiter is ghosting out of laziness when they should not be, then making management aware of it will solve the problem. If the recruiter&amp;#x27;s told to do this by management, then management at least becomes aware that this policy is aggravating people.&lt;p&gt;2. Public shaming - make this a site where people can publicly name recruiters&amp;#x2F;companies who engage in this behavior. If companies see themselves incurring reputational damage from ghosting, it&amp;#x27;ll stop.</text></item></parent_chain><comment><author>bonestamp2</author><text>Agreed. If I can tell ahead of time that the recruiter is a ghost, then I can tell them I don&amp;#x27;t want to work with them because they&amp;#x27;ve got a bad reputation on the ghost-list. Like a bad yelp review, that will hopefully motivate them to change. As long as new reports keep coming in, their full history remains. But old reviews should start to fall off the ghost-list after a certain amount of time without a new report of ghosting (to reward the positive change in behavior).</text></comment>