Anti-Ghosting Methodology & Verification Policy
The employment landscape is plagued with ghost postings, talent pool harvesting, and unresponsive automated ATS silos. NotGhosty enforces accountability through transparent mathematical credibility scoring, empirical applicant telemetry, and guaranteed employer right-of-reply protocols.
1. Composite Credibility Score Formulation (C_i)
Every job opening indexed on NotGhosty is continuously scored using a weighted four-factor composite linear model bounded in [5.0, 100.0]:
Quantifies listing calendar recency. Fresh jobs (≤ 14 days) start at 100.0. Active postings (15–30 days) scale to 85.0. Maturing postings (31–60 days) decay to 55.0. Unrefreshed postings older than 60 days drop to 20.0 to reflect elevated ghost risk.
Empirical feedback ratio from verified job applicants. Positives include interview invitations (1.0x) and transparent explicit rejections (0.7x), weighed against unacknowledged ghost reports (1.0x). Explicit rejection dispositions carry positive weight because they prove the hiring team actively reviews submissions and respects candidate time.
Authenticates direct employer career domains (100.0) versus unverified third-party recruiting agencies and syndication aggregators (50.0).
Objective penalty deductions driven by multi-user community corroboration for fee solicitation scams (weight 3x) and role compensation bait-and-switch reports (weight 2x).
2. The 5 Standardized Credibility Remarks
To replace subjective allegations with legally objective statistical classifications under safe harbor protections, NotGhosty defines five standardized remarks:
High credibility opening (C_i ≥ 75.0, ghost reports ≤ 2) with documented candidate interview callbacks and rapid hiring activity.
Listings open for > 60 days or with ≥ 4 unacknowledged applicant ghost reports and 0 interview invitations.
Openings flagged with ≥ 2 independent reports of upfront fee solicitation, identity theft, or resume harvesting without active job requisitions.
Roles with disproportionately massive applicant volume (≥ 30 applications) that yield 0 callbacks and ≥ 6 ghost reports, indicating non-genuine requisition used for AI training dataset gathering.
Postings where advertised salary, remote flexibility, or employment terms materially differ from offers received by candidates.
3. Safe Harbor, Employer Safeguards & Zero-Storage Privacy
Operating under the audi alteram partem principle and EU DSA Art. 16/17, verified employers enjoy a guaranteed free right-of-reply. Employer rebuttals are co-located alongside candidate telemetry in equal prominence without extortion fees.
Adverse credibility transitions enter a mandatory 72-hour notice quarantine. Automated notifications are sent to the verified corporate domain before public badge degradation, enabling dispute mediation and genuine resolution.
When an opening's credibility is degraded (Disputed, Suspected Ghost, or High Risk), our routing decoupling architecture terminates affiliate monetization links, ensuring NotGhosty never profits from unverified or ghost jobs.
Our ATS resume scanner processes candidate resumes exclusively in volatile memory (RAM). Uploaded documents are parsed into profile entities and immediately erased with zero permanent disk footprint.