You do not know what your own job postings look like from the outside.
In New York, that's about to become a legal problem. We can show you what's out there before anyone else does.
Here is what you do not know.
Right now, somewhere in your corporate family, there is almost certainly a job posting that is live on your careers site and closed in your ATS. A role that stayed active through a published hiring freeze. A posting under a subsidiary entity your HR team hasn't touched in two years. A role that has been reposted six times with no change to the description and no candidate ever moved forward.
You don't know about any of them. We do.
We watch public job posting endpoints every day. We record when postings appear, when they change, when they disappear, and when they come back. For the employers we cover, we have been doing this since August 2026. We do not announce it. We do not ask permission. It is public data, and it is all on the record.
The question is whether you see it before the person filing the complaint does.
The math your counsel needs to see.
Passed both chambers in June 2026. Awaiting the Governor's signature. When signed, it requires every employer with 100 or more employees to disclose, in bold capitals, whether each posting is a current vacancy fillable within 90 days, a vacancy beyond 90 days, or not a vacancy at all. Third-party job platforms face the same requirement.
The penalty: $2,500 per noncompliant publication. It doubles every 30 days uncorrected.
Run the math for your own situation. An employer with 200 live postings and no classification process is looking at $500,000 of theoretical exposure in the first month. After 60 days uncorrected, it doubles again.
Nothing else on the market helps employers comply with this. We built it first.
And New York is not alone.
Pennsylvania HB 2321 is in committee. New Jersey S2136 cleared the Senate Labor Committee in May 2026. California AB 1251 passed the Assembly 62-9. Ontario's equivalent is already in effect.
If you operate across multiple states, the compliance window is not years away. It is now.
It's not just the statute.
A state attorney general has already served a civil investigative demand on a major job platform seeking internal data on posting authenticity. That is a regulator reaching for posting-level evidence it cannot generate itself. If the platform's data was in scope, your postings on that platform were too.
A peer-reviewed paper in Business Economics in November 2025 put a dollar cost on ghost jobs for the first time. Plaintiff's lawyers read journals.
And if a journalist runs your company through our public record before you do, the story writes itself.
We show you what's out there. Then we help you fix it.
Posting Inventory Audit
A one-time audit of every job your corporate family publishes to the outside world. Most employers are surprised by what we find.
Across every ATS tenant, careers site, and subsidiary entity — including ones you've forgotten about.
Postings live on your careers site after being closed in your ATS. This is the most common finding.
Postings that stayed active through a WARN notice, an 8-K workforce reduction, or a bankruptcy filing in your corporate family. This is what a regulator or a journalist would assemble about you from public records.
Measured against a peer baseline.
Empirical frequency logs tracking cyclical resurrection without requisition modification.
Every posting sorted against the S8877 disclosure categories. Requires your counsel's review — we provide the inventory, not the legal opinion.
A specific URL and a specific action for every posting that needs attention.
A dated, citable statement of exactly what was observed and what was not in scope.
Ongoing Monitoring
The audit tells you where you stand today. Monitoring tells you what changed.
We watch your posting inventory daily and alert you when a posting crosses a statutory age threshold, when an orphan appears, or when something reappears that you closed. Quarterly written reports, dated and citable, suitable for a board or audit committee packet.
This engagement is right for you if:
You have 100 or more employees and operate in New York, Pennsylvania, or New Jersey.
You have multiple ATS tenants, subsidiaries, or a legacy careers site you're not actively managing.
Your legal or HR team has been asked about ghost job liability and doesn't yet have a confident answer.
You've had a hiring freeze, a workforce reduction, or a WARN notice in the past 18 months.
You want to know what a regulator or a journalist would find before they find it themselves.
Start with a conversation.
A brief call to understand your entity structure and ATS configuration. No deck. No commitment. We'll tell you whether an audit is likely to surface anything material before you decide whether to proceed.
Audits start at $7,500 for employers under 500 employees. Credit applies toward the first year of monitoring if you convert within 90 days.
The Hiring Record is an independent observational registry. We do not accept payment from employers for favorable treatment. We do not remove accurate observations. We publish all corrections openly.
Our conflict rules are stated in full at hiringrecord.com/methodology#conflict-rules