Ghosting Analytics: See Which Companies Actually Respond

Ask any job seeker what hurts most about a long search and the answer comes back the same: silence. You polish a resume, write a thoughtful cover letter, complete a take-home, and then the thread just stops. LayoffLog ghosting analytics exist because the silence is not random, and because once you can measure it, you can route around it.

What we count

Every job application logged on LayoffLog carries an application status: applied, interviewing, offered, rejected, or ghosted. When candidates close the loop honestly, we can compute, at the company level, what percent of candidates were ghosted versus given a clear yes or no.

The company page

Open any company page on LayoffLog and you see a small set of numbers that matter: percent of candidates ghosted, average response time in days, and a count of recent activity. The page is intentionally short. The goal is one clear answer to one clear question: should I spend my next two hours on this application?

How to read the numbers

• A high ghosting rate with very few applications is noisy; treat it as a yellow flag, not a verdict.
• A high ghosting rate with many applications is a strong signal; protect your time.
• A low ghosting rate plus a fast average response is the gold standard; prioritize these companies.
• No data is not a bad sign; new companies and small teams simply have thinner public records.

Why honest closure matters

Ghosting analytics only work if candidates close their own loops. When you finally hear back, or finally accept that you never will, take ten seconds to update the activity's status on LayoffLog. That tiny act of bookkeeping is what makes the whole network smarter for the next person.

A note on fairness

A company having one bad month should not get a permanent scarlet letter. That is why ghosting analytics weight recent activity more heavily and require a minimum number of data points before showing a strong signal. The goal is useful guidance, not public shaming.