Think in systems. If the desired outcome is more honest and transparent behavior from job posters, the way to get there is public data and analytics to suss out signal of undercurrent intent internally. It’s an observability platform at its core.

Consider partnering with the hiring.cafe folks (search HN for relevant threads) if you want to achieve scale wrt feedback capture from applicants to drive analytics.

Something like, when a company make a job posting they must put some cash in escrow for each candidate they are currently interacting with, and if they ghost you by not responding according to a timely schedule, you get the escrowed money.

Similarly when the job posting has received applications, that have not been rejected in less than a week, they are either autorejected, or they transition to escrow state where they must be handled or else cost money.

It would also have the merit of preventing companies to cast too big a net wasting everybody's time, just to collect data.

Wonder whether it's something that could emerge by people not applying to companies not offering ghost-protection protocol. Or whether name-shaming companies lacking basic courtesy is sufficient.

It could also maybe create more problems that it would solve, because it would add some intermediary in the recruitment process preventing peer to peer contracts. Which brings potentially many problems because it centralize applications for different companies but it also add levers to control bad practices.

Not sure how it could be regulated given international context.

No communication after 3 rounds, including with very senior people. Last interview was a month ago. Sent two requests for updates. Nothing.

If this helps eradicate the issue I'm for it.