Ghosted by the Machine

Why does finding a job feel so difficult when employers say they cannot find qualified candidates? In this episode of Ghosted by the Machine, host Mark Lane talks with recruiter Matt Tibbetts, owner of Express Employment Professionals of Ellis County, Texas, about what is happening on both sides of the hiring process. Matt explains why qualified candidates get overlooked, how recruiters connect job seekers with opportunities they might otherwise miss, and what candidates can do to improve their chances of getting hired. From networking and transferable skills to interview preparation, follow-up strategies, and AI in recruiting, Matt shares practical advice for navigating today's job market. The conversation also explores why honest communication, clear expectations, and personal relationships are essential to improving the hiring experience for everyone.

Matt’s profile

linkedin.com/in/matttibbetts

Key Takeaways

Timestamps

00:00 Why hiring feels broken for everyone

02:46 Why employers struggle to find candidates

04:29 Why resumes cannot tell the whole story

05:16 How recruiters uncover hidden opportunities

07:29 Why honest feedback and communication matter

12:53 Transferable skills and AI in recruiting

15:58 How job seekers can identify their value

18:53 Building relationships with target employers

19:22 How to follow up and stand out

23:37 Why technology should increase human interaction

Keywords

job search strategies, recruiter advice, candidate experience, job interview tips, hiring process, transferable skills, AI in recruiting, job search follow-up, networking for jobs, human-centered hiring

What happens when nine months of unemployment puts your family's financial security, emotional well-being, and future at risk? Donnie Grooms shares his deeply personal experience of searching for work while struggling to provide for his family. From selling his children's playground to help cover expenses to facing repeated rejection and uncertainty, Donnie explains the emotional and financial toll of long-term unemployment. The conversation explores how job seekers maintain resilience when opportunities seem out of reach, why employment gaps should not define a candidate's value, and what recruiters and hiring managers need to understand about the people behind every application. Through financial hardship, personal sacrifice, and the pressure of providing for his family, Donnie shares what keeps him moving forward and why human connection, empathy, and opportunity matter more than ever in today's hiring process.

Donald’s profile

linkedin.com/in/donaldgrooms

Key Takeaways

Long-term unemployment affects more than an individual's career. It can threaten a family's financial stability, emotional well-being, and sense of security.

Nine months of searching for work can create significant psychological stress, especially when someone is responsible for supporting a family.

Financial hardship can force families to make painful sacrifices, including selling personal belongings simply to cover essential expenses.

Job seekers who have been unemployed for extended periods are not necessarily lacking motivation, qualifications, or a willingness to work.

The longer a job search continues, the more priorities can shift from finding the ideal career opportunity to simply finding someone willing to offer a chance.

Resilience does not mean unemployment becomes easier. It means continuing to move forward despite rejection, uncertainty, and emotional exhaustion.

Recruiters and hiring managers should look beyond employment gaps and recognize the experience, skills, and determination candidates bring to an organization.

Sharing personal job search experiences can help employers better understand the human consequences of hiring decisions, rejection, and lack of communication.

Family can provide an important source of hope and motivation during periods of prolonged unemployment.

Behind every resume and application is a person with responsibilities, relationships, and a life that extends far beyond their employment status.

Timestamps

00:00 Introducing Donnie's job search journey

03:33 Recognizing people and improving processes

05:22 The psychological and financial toll of unemployment

07:15 Managing emotional stress during a prolonged job search

08:32 When finding any opportunity becomes the priority

10:46 The financial sacrifices families make during unemployment

13:06 Staying resilient through rejection and uncertainty

14:16 What hiring managers should understand about unemployed candidates

15:28 Finding hope and motivation through family

17:03 Why hiring needs more empathy and human connection

Keywords

long-term unemployment

job search struggles

financial hardship

emotional toll of unemployment

job seeker resilience

family impact of unemployment

employment gaps

candidate experience

hiring empathy

job search motivation

Why does finding a job feel harder even though hiring technology keeps getting smarter? Monster.com founder and Boomband CEO Jeff Taylor explains how online recruiting evolved from newspaper ads and early job boards into today’s high-volume, AI-driven system. He explores why easy apply, ATS filtering, AI-generated applications, remote work, and compressed resumes have created a massive signal-to-noise problem. Jeff also explains how Boomband is approaching hiring differently by replacing static resumes with richer profiles built around skills, stories, experiences, interests, and context.

Key Takeaways

The resume and job description were originally shorthand for a much more complex story about a person and a role.

Remote work, global access, and easy apply dramatically increased application volume and made it harder for employers to identify qualified candidates.

ATS systems and automated screening can add more filtering without necessarily improving the quality of the match.

One real-world job seeker submitted 900 applications in 15 weeks, received 17 first-round interviews, and ultimately received one full-time offer.

Jeff believes the traditional resume is reaching the end of its useful life because it cannot capture the full range of someone’s skills and experiences.

Career breaks, caregiving, music, side projects, passions, and other life experiences can reveal valuable skills that traditional resumes often overlook.

Boomband’s dossier is designed to create a more complete picture of a person through work history, interests, accomplishments, lessons learned, and skills.

Boomband’s arena is designed to match people and opportunities using factors including skills, salary, geography, company information, and connections.

Better hiring technology depends on better human data, not simply adding more AI and automation to existing processes.

As AI agents become more common, Jeff believes richer information about people and opportunities will become increasingly important for making better matches.

Jeff’s profile

linkedin.com/in/jeff-taylor-5212115a

Timestamps

00:00 From Monster.com to Boomband

03:44 How hiring became global

06:39 Easy apply and application overload

09:17 ATS, AI, and automated screening

11:52 What 900 job applications reveal

14:24 Why resumes are reaching end of life

20:56 How Boomband approaches hiring differently

22:09 Building a whole-person dossier

29:08 Matching people and jobs differently

38:47 The future of AI and hiring

Keywords

job search, hiring process, Boomband, Monster.com, resume, AI in hiring, applicant tracking systems, ghost jobs, recruiting technology, future of work

How is AI changing writing careers, and can it actually replace a skilled copywriter? Joe Emery shares his experience navigating a difficult job market after five layoffs in five years and explains why he does not see AI itself as the biggest threat to professional writers. Instead, he believes effective writing still depends on creativity, strategy, emotional connection, and understanding what motivates people to act. The conversation explores how writers can use AI for research and strategy without sacrificing their own voice, why human connection remains essential in marketing, and what it takes to keep moving forward in a challenging job market.

Joe’s profile

linkedin.com/in/joeemerywrites-forbondfansonly

Key Takeaways

Joe has worked as a professional copywriter for approximately 10 years.

Five layoffs in five years have given Joe a firsthand view of how difficult the writing job market has become.

AI can help writers with research, ideas, and strategy without replacing the writer.

Skilled copywriting requires understanding human emotion and what motivates people to take action.

Creativity remains an important advantage for writers as AI becomes more common.

AI-generated copy still needs human judgment, context, and refinement.

Writers can benefit from learning how to work with AI rather than treating the technology only as a threat.

Businesses still need human writers who understand their customers, brand, and emotional motivations.

Job searching can take a significant emotional toll, making mental health and community especially important.

Human connection remains a critical part of effective writing, marketing, and communication.

Timestamps

00:00 Navigating the job market as a writer

02:59 How AI is changing writing careers

06:04 Why emotional connection matters

Keywords

AI and writing

copywriting

writing careers

AI copywriting

creativity

job market

job search

emotional connection

freelance writing

human creativity

What makes finding a job so frustrating in today’s hiring market? Mike Ingberg shares his experience returning to the job search after more than 30 years in public relations, marketing, social media, sports PR, agency work, and corporate communications. He discusses the disappearance of personal follow-up, the growing problem of ghost jobs, employer reputation, automated rejection messages, networking, ATS systems, and the emotional toll of searching for work. The conversation also explores why empathy and human connection still matter in an increasingly automated hiring process.

Mike’s profile

linkedin.com/in/mikeingberg

Key Takeaways

Mike brings more than 30 years of communications, public relations, marketing, and social media experience to his current job search.

The ability to personally follow up with employers has largely disappeared, making it harder for candidates to differentiate themselves and build relationships.

Networking and relationships with former colleagues have become increasingly important for finding opportunities and reaching the right people.

Ghost jobs can damage an employer’s credibility and eventually cause candidates to question whether its openings are legitimate.

Mike believes job platforms, employers, and policymakers need to take greater responsibility for protecting job seekers from misleading job postings.

Silence and lack of responses can take an emotional toll on candidates, especially after investing significant time in applications and customized materials.

The timing and impersonal nature of automated rejection emails can make an already difficult experience feel even less human.

Job seekers need ways to release frustration, clear their minds, and refocus when the emotional pressure of the search becomes overwhelming.

Mike questions whether ATS technology and automated application tools are preventing qualified candidates from getting genuine consideration.

Behind every application is a real person investing time, energy, and hope in finding their next opportunity.

Timestamps

01:05 Mike’s communications background and job search

03:14 What feels different about hiring today

05:32 The growing problem of ghost jobs

06:38 Who should be responsible for ghost jobs

08:14 Frustration with employer silence

10:37 The problem with automated rejections

11:31 Finding hope during the job search

12:47 Handling the emotional pressure

14:03 What needs to change in hiring

14:29 ATS systems and automated applications

Keywords

job search, ghost jobs, hiring process, candidate experience, employer reputation, ATS systems, job seeker frustration, networking, automated rejection, human-centered hiring

What happens when decades of communications experience still aren’t enough to get noticed? Michael Keegan shares what he has learned during a nearly two-year job search, including the challenges of ageism, being considered overqualified, ATS filters, ghosting, and a difficult Washington, DC employment market. The conversation also explores how AI is changing communications careers, why experienced professionals need to adapt without discounting their expertise, and why human judgment, messaging, and real-world experience remain valuable skills that AI cannot replace.

Michael’s profile

linkedin.com/in/michael-keegan

Key Takeaways

Long-term unemployment can make even highly experienced professionals question their skills, resume, and career strategy.

Experienced candidates can face assumptions about age, adaptability, digital skills, salary expectations, and being overqualified.

AI is changing communications by automating tasks such as first drafts and press releases, but it cannot replace strategic judgment and message development.

Learning to use AI as a tool can help experienced professionals remain competitive without abandoning the expertise they have built throughout their careers.

Long career histories can create resume challenges when candidates must decide how much experience to include without highlighting their age.

ATS keyword filtering can make it difficult for qualified candidates to demonstrate the full value of their experience.

Being willing to accept a more junior position does not necessarily eliminate employer concerns about overqualification or age.

Ghosting becomes especially frustrating after candidates invest significant time in multiple interviews.

Experienced professionals bring judgment, context, crisis experience, and an understanding of audiences that cannot easily be replicated by technology.

Hiring managers should consider the talent and experience a candidate brings, not simply how closely that person matches a job description.

Timestamps

00:00 Michael’s two-year job search

02:50 Why the job market became harder

03:55 How AI is changing communications

05:39 Learning to use AI

06:28 Second-guessing after hundreds of applications

08:36 Ageism and experienced candidates

10:46 ATS filters and overqualification

14:37 Ghosting after job interviews

18:07 Signs the job market may improve

19:56 Why experience still matters

Keywords

long-term unemployment

experienced candidates

ageism in hiring

AI in communications

job search

candidate ghosting

overqualified candidates

Applicant Tracking Systems

communications careers

hiring experienced workers

What if job seekers could review recruiters and hiring managers the same way consumers review other experiences? In this episode, Kevin Maharaj explains why he created Ghosted Platform and how candidate feedback could bring greater transparency and accountability to the hiring process. The conversation explores candidate ghosting, recruiter communication, anonymous reviews, employer branding, and the emotional impact of searching for work. You’ll also learn how constructive feedback can help employers understand what candidates experience and why improving hiring from negative to neutral may be much simpler than companies realize.

Key Takeaways

Ghosted Platform gives candidates a way to review individual recruiters and hiring managers.

Candidate reviews can create a feedback loop that helps organizations identify problems in their hiring process.

Poor communication and ghosting can turn an otherwise ordinary hiring experience into a negative one.

Candidates do not necessarily expect every hiring experience to be exceptional; basic communication and transparency can make a significant difference.

Anonymous reviews can give job seekers a place to share experiences they may not feel comfortable discussing publicly.

Reviews should focus on constructive, professional feedback rather than becoming a place simply to attack recruiters or employers.

Positive reviews are as important as negative reviews because they can highlight recruiters and hiring managers who treat candidates well.

Recruiters could eventually ask candidates for reviews as a way to demonstrate the quality of their candidate experience.

Candidate experience affects employer branding because every applicant has an interaction with the company’s brand.

Marketing and talent acquisition can work together to treat the hiring process as an important brand experience.

Kevin's Profile -

Timestamps

00:00 Introducing Ghosted Platform

03:53 The frustration that inspired the platform

06:19 Reviewing recruiters and hiring managers

10:39 Why transparency and communication matter

19:53 Keeping candidate reviews fair

21:26 The emotional toll of job searching

29:53 Understanding the candidate perspective

31:53 Moving from negative to positive experiences

35:46 Hiring as a marketing opportunity

38:33 The future of candidate feedback

Keywords

candidate experience

What does today's job market look like when you are just beginning a new search? David Lingholm shares his perspective at the very start of his job search after 15 years in social media management across chemical, utility, and public-sector organizations. He discusses what he wants from his next opportunity, why this search feels different, how AI and ghost jobs are changing the candidate experience, and why real conversations and relationships are giving him hope.

David's Contact Info:

Key Takeaways

David has 15 years of social media management experience across multiple industries.

Social media professionals must continually adapt to changing platforms, tools, algorithms, and audience behaviors.

David is looking beyond job titles and focusing on roles involving social media strategy, governance, and organizational leadership.

Strong social media governance requires clear ownership, consistent standards, appropriate platform selection, and secure account access.

David's strength is connecting people with resources, learning opportunities, data, and relationships that can help them move forward.

This job search feels different because he is approaching it with less pressure and a more intentional mindset.

AI-powered hiring tools and automated job application services raise concerns about how candidates are evaluated and represented.

Ghost jobs and poor job recommendations have made LinkedIn less effective for David's job discovery.

David is relying more on manual job searches, direct outreach, and limiting social media use to protect his well-being.

Coffee chats, lunches, professional relationships, and conversations with friends are helping him stay hopeful and sharpen his approach.

Timestamps

00:00 Starting a new job search

00:48 Fifteen years in social media

01:39 Why social media never stops changing

02:31 How platforms and audiences are evolving

03:18 Moving toward strategy and governance

05:27 Managing social media access and risk

06:13 Helping others navigate their careers

07:44 Why this job search feels different

08:14 Concerns about AI in hiring

10:12 Ghost jobs and changing search strategies

Keywords

job search, AI in hiring, ghost jobs, social media strategy, social media management, LinkedIn job search, career transition, candidate experience, social media governance, professional networking

Why are qualified candidates applying to hundreds of jobs and still struggling to get interviews? This episode examines today’s hiring process from both sides, with recruiter Joe Shanbaum and resume writer Melissa Kelley breaking down what job seekers are experiencing and what employers are actually looking for. The conversation covers resume strategy, confusing job descriptions, skills alignment, Applicant Tracking Systems, AI-assisted applications, ghosting, and common job search myths. You’ll learn why constantly rewriting your resume may not be the answer, how to show the business value behind your experience, when to apply even if you do not meet every requirement, and why technology still cannot replace communication and human judgment in hiring.

Melissa Kelley -

Key Takeaways

Qualified candidates can still be overlooked even when they have relevant experience.

A resume should build a business case for why an employer should talk to you, not simply list responsibilities.

Achievements and measurable impact are more valuable than a list of job duties.

Job descriptions play a critical role in helping candidates understand whether their skills align with an opportunity.

Candidates should focus resume customization on the most relevant skills instead of completely rewriting their resume for every application.

Applicant Tracking Systems are only as effective as the way employers configure and use them.

AI can help tailor resumes and applications, but its output should never be treated as a finished product.

Candidates need to be able to explain and defend everything AI helps them put on a resume.

Meeting roughly 70% of a job’s requirements may still be enough reason to apply.

Communication, feedback, empathy, and human involvement remain essential to a better hiring experience.

Timestamps

00:00 Why today’s job market feels contradictory

06:04 Why job descriptions matter

09:00 Why resumes stop getting results

17:54 What gets candidates noticed

26:37 How ATS actually affects hiring

34:08 How much should you customize resumes?

42:52 Using AI during the job search

49:55 Balancing AI with your own voice

56:19 Why candidate communication matters

78:55 Keeping the human element in hiring

Keywords

job search

Today’s job search can feel unpredictable, especially when traditional career paths no longer guarantee the next opportunity. This episode explores how job seekers can navigate uncertainty, use contract work to build experience, recognize transferable skills, and maintain confidence when hiring feels increasingly difficult to predict. Lisa Warren shares what she has learned from her own job search, including why broadening your skills can create more career options, why resilience develops through difficult experiences, and how even small moments of human connection from recruiters can make a meaningful difference.

Key Takeaways

Contract work can provide experience while creating new career possibilities.

Broadening your skill set can give you more control over your career direction.

Resilience develops through navigating uncertainty, rejection, and disappointment.

Transferable skills can be valuable even when they do not perfectly match a job description.

Job seekers need to clearly communicate how their experience applies across different roles.

Career paths do not always need to follow a straight line.

Market conditions can influence hiring outcomes regardless of a candidate’s qualifications.

There may be no reliable way to “game” today’s hiring system.

Recruiters can make a meaningful difference through simple acts of communication and respect.

Hope can come from recognizing that other talented people are experiencing many of the same challenges.

Connect with Lisa -

Timestamps

00:00 Introduction and career background

00:46 Job searching and contract work

02:15 Building resilience through uncertainty

04:28 How contract work builds confidence

07:04 Broadening skills in today’s market

09:45 Defining the ideal next opportunity

10:43 Transferable skills as a superpower

11:54 What recruiters misunderstand about candidates

14:40 Finding hope during the job search

15:45 Final thoughts and next steps

Keywords

job search