Everything about ghost job detection and how Trouvr works.
A ghost job is a job posting for a position a company has no immediate intention to fill. Companies post ghost jobs to build a talent pipeline, collect resumes, or appear to be hiring when they're under a freeze. Studies estimate 20-40% of active job postings are ghost jobs.
Trouvr analyzes multiple signals: how long the job has been posted, whether it appears to be reposted, how generic the description is (using ML analysis), applicant count vs. posting age, company signals, and domain legitimacy. We combine these into a single 0-100 trust score.
Ghost job detection involves uncertainty by nature — there's no public database of 'confirmed ghost jobs.' Our scores reflect probability based on observable signals. A score of 20/100 means many signals point to a ghost job; a score of 85/100 means the job looks legitimate. We're transparent that this is a risk score, not a definitive answer.
Yes. Free users get 5 ghost job checks per day with no account required. Premium users ($4.99/month or $39/year) get unlimited checks, the Chrome extension, and verification history.
Trouvr works with any publicly accessible job URL: LinkedIn, Indeed, Greenhouse, Lever, Ashby, Workday, and direct company career pages. If the URL is publicly accessible, we can check it.
The Trouvr Chrome extension shows ghost job scores inline while you browse LinkedIn. When you visit a LinkedIn job page, a trust badge appears automatically showing the score without you needing to copy the URL.
A ghost job is a real company posting a position they don't plan to fill soon — annoying but not criminal. A job scam is a fraudulent posting designed to steal your personal information or money — actually harmful. Trouvr detects both: ghost jobs via behavioral signals and scams via domain analysis, salary anomalies, and fraud patterns.
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Some legitimate jobs trigger ghost job signals — for example, an evergreen posting at a large company that genuinely is always hiring. The score reflects detectable patterns, not insider knowledge. Always use your judgment in addition to the score.
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