#hiring

All new hires WW have to be approved Alvind and he wants a genuine business case. He doesn't even trust his direct report to sloths to make a good hire.

What If the Job You Applied For Never Existed?
How long have you been searching for a job on LinkedIn?

Three months. Six months. A year.

How many resumes have you rewritten? How many cover letters have you tailored to a specific company? How many times have you clicked Easy Apply, watched the applicant count climb past 200, and waited for a reply that never came?

Now sit with a harder question.

What if there was never a job?

That question sits at the center of a real investigation. Texas Attorney General Ken Paxton has opened an inquiry into LinkedIn over allegations that the company advertised and profited from fake or misleading listings, the kind people now call ghost jobs, while selling Premium subscriptions to people who believed they were paying for a better shot at real work.

His office issued a Civil Investigative Demand. It wants LinkedIn's documents, internal communications, marketing, and verification practices. For context, LinkedIn reported roughly $17.8 billion in revenue last fiscal year. Independent studies cited by the state estimate that ghost jobs make up 20 to 33 percent of online listings. By the state's account, LinkedIn does not independently verify the hiring status of most postings on its platform.

A ghost job can be a role that was already filled. A role placed on hold. A role with no approved budget. A role posted with no real intention to hire anyone.

The listing looks real. The company looks real. The requirements look real. The silence that follows feels real too.

Here is who pays for that silence.

People who are out of work. People who are scared. People trying to keep the lights on, the mortgage current, and the kids fed. People over 50 who spent 25 years building a career on relationships and handshakes, and who now log in every morning to a feed that promises opportunity and hands them a scoreboard instead.

Many of them pay close to $40 a month for Premium because they believe it puts them in front of the right people. A better seat. An inside track. The investigation asks a blunt question about that seat. Were people paying to chase jobs that were never there?

LinkedIn is only the newest name in a longer story.

Look at Workday.

Derek Mobley applied to more than 100 jobs at companies that run Workday's screening tools. He was rejected every single time. One of those rejections hit his inbox at 1:30 AM on a weekend, sent by a system, for a job he had applied to days earlier. He sued. He is a Black man over 40 who also lives with anxiety and depression, and he argued that Workday's AI screened people like him out before a human ever looked at the file.

In May 2025, a federal judge certified his case as a nationwide collective action under the Age Discrimination in Employment Act. Then came the number that should stop everyone cold. In its own court filing, Workday disclosed that its system rejected roughly 1.1 billion applications during the period in question. Not 1.1 million. Billion. Workday's software reaches more than 65 percent of the Fortune 500.

The machine does not forget either. Modern hiring systems score you before a person ever sees you, and you never see the score. Recruiters log in to find everyone already sorted into tiers, top of the pile down to the bottom, and on high volume roles they often read only the top. The rest are never opened. Your application was scanned by software, ranked low, and buried. Your record then sits in the database long after the door closed, because retention rules keep it there.

Then there is Stanford.

Researchers at Stanford, Chapman, and Northeastern ran the largest independent study of AI hiring tools done to date. They examined more than 4 million applications from 3 million people across 156 large employers, all screened by the same vendor. They found that 26 percent of Black applicants and about 15 percent of Asian applicants had applied to jobs where the AI produced outcomes that meet the federal government's own definition of discrimination. Had the tool recommended Black and Asian candidates at the same rate as white candidates, 40,000 more applications would have advanced.

The shape of that finding matters most. When a single vendor screens for hundreds of companies, a rejection stops being one company saying no. It becomes the same algorithm saying no everywhere at once. Rejected by one, rejected by all. The bias then hides in plain sight, because it vanishes the moment you look at the totals instead of the individual roles.

Put the three together and a pattern steps forward.

LinkedIn is under investigation over whether people paid to chase jobs that may not have been real. Workday is defending a case built on its own admission that it rejected more than a billion applications by machine. Stanford has the evidence on how that machinery carries bias at scale. Different companies. Same layer. The layer that now sits between a human being and a paycheck.

There are two sides here, and both deserve to be stated plainly.

LinkedIn says its policies require job postings to be authentic and connected to real hiring. It points to verification tools, employer activity signals, and rules against misleading listings. Its position, in plain terms, is that it provides the tools and the disclosures and never promised anyone a reply or a hire. A verified company does not mean every role is funded. An "actively reviewing" tag shows recent activity, not a guarantee that anyone gets hired. This is an open investigation. LinkedIn has every right to answer it, and no final determination has been made.

Workday, for its part, has argued that it is not the employer and does not make the hiring decision. A court will test that argument.

Hold all of that. It is fair.

Now hold this next to it.

For years, we told people the problem was them. Fix the resume. Add the keywords. Network harder. Smile more. Stay positive. Their families asked why it was taking so long. The government counted them as a statistic. Friends wondered, quietly, what they were doing wrong. The whole time, a scoring system they could not see was ranking them, hiding them, keeping their record, and passing them over at a speed and scale no human hiring manager could match.

Think about what that does to a person. Especially someone over 50 who did everything the old rules taught them, who paid the monthly fee to stay in the room, and who is now told by software, without a word, that they do not make the cut. That is not a bruised ego. That is months of savings, sleep, and self-respect spent on a process that may have been closed before the first click.

This is bigger than one lawsuit against Workday. It is bigger than one study out of Stanford. It is bigger than one investigation into LinkedIn.

The people filling out these applications are not the ones who failed.

It's not the applicant.

It's the process.

Recruiters and hiring managers - is it looked down upon of someone internal reaches out to you about a job posting they are interested in or ones where they want to refer someone?

I've seen lots of engineers who are on visa.
No basic coding skills or any work ethics.
Been in industry for over 25 years.
Seen enough of visa scams . Ford should stop hiring Visas!!

Uh oh. Time to start applying for jobs again. I turned down offers in 2021/22 and regretted it. I’m not missing the boat this time. ATT is about to have a major problem with talent retention.

Source: https://wsj.visitlink.me/BrNZ0-

America’s biggest companies say they might need more people after all.

For months, major employers treated hiring as an expensive last resort. Now, a shift is emerging across industries.

Companies ranging from railroad giant CSX to Google parent Alphabet have told investors in recent days that they plan to hire to meet growth goals or to seize on emerging technologies.

The push to expand head count, at least modestly, is a reversal from the prevailing corporate messaging during much of the AI era.

Major employers largely held back on adding people due to economic uncertainties or a belief that artificial intelligence could shoulder more tasks on the job. But some executives say the costs and limitations of AI now demand that more people be added; others want to hire people back following layoffs.

Large US corporations are signaling a return to hiring after a period of reduced staffing. Executives now recognize the limitations of artificial intelligence, necessitating continued human resource investment. This shift is evidenced by a significant drop in jobless claims, reaching historic lows. Companies like Alphabet and CSX are planning to expand their workforces to meet growth objectives. The trend suggests a move away from the belief that fewer workers equate to faster growth.

https://www.timesnownews.com/business-economy/companies/layoffs-fear-over-ai-job-fears-ease-as-big-companies-resume-hiring-article-155188051

Corporate managers are actively exploiting the immigration system, practicing race and caste discrimination, and displacing qualified U.S. citizens.

Your immediate action is required to stop them.If you witness visa fraud, discriminatory favoritism based on race or caste, or hidden Labor Condition Application (LCA) postings, you have a civic and legal duty to blow the whistle.

Federal agencies rely directly on worker reports to shut down these illegal operations, penalize corrupt management, and enforce fair hiring practices.

Do not remain silent while corporate entities bypass federal law at the expense of American workers.Take action immediately by preserving evidence and filing formal complaints through these critical federal channels:

Document LCA Violations: Take clear photographs of mandatory Labor Condition Application (LCA) postings as physical evidence. Federal law requires these to be conspicuously displayed on corporate notice boards, breakroom bulletin boards, or directly inside manager and contractor rooms.

USCIS Fraud Detection: Submit explicit details of visa manipulation directly via the USCIS Tip Form at uscis.govDepartment of Labor:

File a formal workforce exploitation complaint with the DOL Wage and Hour Division at dol.gov

Civil Rights Violations: Report the displacement of citizen employees, racial bias, or caste discrimination to the DHS Civil Rights Complaint Portal at dhs.gov

EEOC Enforcement: Trigger a formal federal investigation into national origin, race, or caste-based discrimination via the EEOC Public Portal at eeoc.gov

All Internal hiring/firing immigration fraud must be well documented. Please be a whistleblower to report the fraudsters.
Also, report the unethical layoffs of American employees and any illegal offshoring practices.

Document LCA Violations: Take clear photographs of mandatory Labor Condition Application (LCA) postings as physical evidence. Federal law requires these to be conspicuously displayed on corporate notice boards, break room bulletin boards, or directly inside manager and contractor rooms.

USCIS Fraud Detection: Submit explicit details of visa manipulation directly via the USCIS Tip Form at uscis.govDepartment of Labor:

File a formal workforce exploitation complaint with the DOL Wage and Hour Division at dol.gov

Civil Rights Violations: Report the displacement of citizen employees, racial bias, or caste discrimination to the DHS Civil Rights Complaint Portal at dhs.gov

EEOC Enforcement: Trigger a formal federal investigation into national origin, race, or caste-based discrimination via the EEOC Public Portal at eeoc.gov

Did Broadcom acquire VMware, raise prices for many businesses both large and small, decide it no longer wanted smaller clients and instead focus on large, profitable customers, and lay off employees who may then have been hired by companies like Nutanix?

Enrique was chairman of the board. He did not have equal status with other board members.

To say a Board Chair is "equal" to other board members during a CEO search completely misunderstands how corporate governance works. I am refuting what someone else said to me.

While every board member gets a single vote on the final candidate, the Chairman of the Board has a completely unique and dominant role in the process.

They control the filter: The Chairman selects and directs the executive search committee.

They choose which recruitment firms to use and set the core qualifications for candidates. They decide who makes the shortlist before the rest of the board even sees them.

Controls the Agenda: The Chair manages the meeting schedules, decides which candidates get the most discussion time, and acts as the official gatekeeper of information.

Leads the Negotiations: The Chair is the person who actually sits down to negotiate the final compensation, perks, and contract terms with the chosen candidate.

Becomes the Boss: Once hired, the CEO reports directly to the Chairman.

The Chair is the one who establishes performance metrics, runs executive evaluations, and holds the leverage to initiate a firing.In corporate governance, the Chairman is not just sitting in an equal circle. They guide the entire trajectory of who gets hired, how they are managed, and how the board votes.

Enrique bears greater responsibility for hiring Alex Chriss. To the one troll on this site that probably sits on the comms team, you are wrong on this.

Received an email from a recruiter about a job?? Why are they hiring amidst layoffs??

Does Shell use third party recruiters do the hiring? 7 total job postings in US is very low. Even India seems low with 33.

https://shell.wd3.myworkdayjobs.com/ShellCareers?source=APPLICANT_SOURCE_Global_Page

https://www.linkedin.com/posts/tmusglobalsolutions-hiring-hyderabad-share-7482982746491875329-1KLR/?utm_source=share&utm_medium=member_desktop&rcm=ACoAAABwg9kBNKoXx1MA_YRz-8dpQ-3lyMfu3Wo

un-effing believable

BECAUSE THE ECONOMY IS AWFUL AND NOBODY IS HIRING

It’s interesting to see hiring leaders into high-level roles with fully remote. Is this acceptable?

Are they really looking to hire internally or is that fake job postings? I saw one I liked but I feel like internal hires might be blown off.

Great news to share! Finance is hiring, not firing. We’re investing in what matters most - people!

https://mycareer.verizon.com/jobs/r-1097514/fpa-sr-mgr/

Sit up straight and take note: The key highlight from the Raytheon Global Town Hall is Raytheon is hiring and hiring bodies -including your kids, grand kids, neighborhood friends and family members, the local bartender, the bagger at the grocery store, kids at the carwash, telemarketers... there is no need to have any experience as one can make a career at Raytheon attending meetings or training without the expectation of performing any work. Even those with a tepid pulse whose only skill is to occupy a chair need apply as Raytheon is anxiously awaiting your arrival with open arms.

Just an FYI:

• Aramco
• BP
• Crescent
• Diamondback
• Energy Transfer
• EOG Resources
• Fervo Energy
• Venture Global LNG

I'm tired of hearing the same lazy narrative that Indian H1B IT professionals are "stealing jobs."

Let's settle a few things.

Indian IT professionals didn't invent the global labor market. Companies did.

If an employer in the U.S. hires someone from India, it's because they believe that person delivers better value , not because someone stole a seat at the table.

Many Indian engineers work 12–16 hour days, often across multiple time zones, while being paid significantly less than their counterparts in the West. That isn't exploitation by Indian workers; it's a business decision made by the companies doing the hiring. Or Companies wisely hiring 6 people in India instead of 1 person in west for same budget.

So here's my question: Why do some people assume they're entitled to earn five or six times more simply because they were born in a different country? In a capitalist market, compensation follows perceived value, skills, demand, and business economics—not nationality.

Another claim I constantly see is that Indians are somehow less capable. Yet if you look across the global technology industry, you'll find Indian-origin leaders running some of the world's most influential companies. That didn't happen because of charity. It happened because they proved themselves.

No one is forcing companies to hire Indian engineers. No one is forcing founders or executives to build engineering teams in Hyderabad or Bengaluru. Those decisions are made because businesses believe they're getting exceptional talent and results.

If you believe someone is taking your job, perhaps the better question isn't "Why did they hire them?" but "Why did they choose them over me?"

That's how competition works.

You don't have to like globalization. You don't have to like outsourcing. But blaming individual engineers who accepted opportunities offered to them misses the point entirely.

If you disagree, explain why. I'm interested in arguments based on facts and economics—not stereotypes.

Someone should investigate this workplace for immigration fraud, displacing American workers, Caste system, Contractor/Body shops fraud.

Please report with all evidences to the Department of Labor.

Someone please spill the beans!

We used to have no trouble filling open roles. Now we can't seem to find anyone. Is this happening elsewhere too?

Layoffs are happening, but so is hiring. Doesn't that completely defeat the purpose? And it's a slap in the face to the people who were let go.

I've been trying to get ahead of things by sending out some feelers, and all I've managed to do is make myself anxious and depressed. Nobody seems to be hiring, and those who are keep making lowball offers. Is anybody hiring right now who actually knows how to recognize the value of potential employees?

I see loads of job openings online (linkedIn, Baker careers etc.) but notice that many have been open for months on end and keep being reposted or duplicated? Whats the deal? Theres no way we have that many actual vacancies from what I can tell. Why keep advertising these same jobs over and over but not filling them?

The U.S. job market is experiencing a paradox of low layoffs alongside a significant hiring slowdown. Artificial intelligence is increasingly impacting entry-level positions, demanding higher skill levels from candidates. This trend is widening the gap between available jobs and qualified applicants, particularly for recent graduates. Simultaneously, demand for skilled trades and AI-proficient workers is surging, creating labor shortages in specific sectors. Consequently, wages and employment opportunities are becoming more dependent on productivity and specialized skills.

United States

https://economy.ac/news/2026/07/202607289547

Job market tough enough, most people taking vacations over summer so hiring is slow and then we heading into fall and EOY holidays where traditionally no hiring due to budget cycles …. Jeeez

Don't be fooled by the lie "career is one designed to last". More positions are being moved to low-cost centers in India and Malaysia. As an experienced hire, you will be treated as an outsider and your experience won't be valued here. You will be ranked with your supervisor, department managers, and those who have been in the company for 10+ years. They need you to fill forced low buckets. You will probably be fine in the first year, but they will take credit for your work, gang up on you, marginalize you, and put you in the NSI/PIP bucket for made-up nonsense reasons most likely in 2 or 3 years. As many others mentioned in their posts, PIP is designed to fail especially for experienced hires. But your supervisor won't mind humiliating you again in the PIP process and squeezing the last drop out of you before you are terminated. Don't trust anyone here as they will backstab you whenever they need to keep their good rankings. If you still have a job now, keep it and don't switch to this toxic hellhole. If you have to take this job for any reasons, keep looking for a new one.

Why BofA is hiring contractors in such huge numbers? Is it just usual business or something big is going to happen.

Anyone else see the recently posted engineering positions in limerick Ireland? It looks like they are targeting fresh graduates. I have a few problems with this:

1. Weren’t all international operations sold to BT?

2. Why Ireland when our network is based in the United States?

3. These would be good positions for associates looking to move into engineering. Why are they looking outside the company when people inside the company would want these jobs.

Hiring process also starts soon. Who develops architecture demand convert into real software . I not believe AI do that

Thomson Reuters is planning to reduce its workforce by up to 500 engineering positions. This move affects approximately 5.2% of its operations and technology unit employees. The company is increasing its use of artificial intelligence across its various business segments. A spokesperson stated that affected employees are being supported during this transition. Thomson Reuters also anticipates hiring over 250 net-new engineering roles globally in the next two years.

Toronto, Ontario

https://seekingalpha.com/news/4613381-thomson-reuters-to-cut-up-to-500-engineering-roles

Tom & Jerry's is holding hiring events for former Beef-a-Roo employees. The locally owned restaurant wants to offer these workers a chance to join their team. They are accepting applications and conducting interviews at all four area locations. Owner Bob Grottke expressed a commitment to hiring qualified candidates quickly. This initiative aims to support those impacted by the recent Beef-a-Roo layoffs.

Loves Park, Illinois

https://www.rockrivercurrent.com/2026/07/tom-jerrys-to-host-hiring-days-for-laid-off-beef-a-roo-workers/

How many new team members you welcomed into the team today?

A new guy joined my team. I guess we will be invited to one of local indian restaurants soon for a welcome lunch.

How can they lay off AMs, while turning around and immediately adding new AMs?

It seems like what might be really happening is CDW is trying to re-set the payroll with lower paid employees and foregoing the experience, expertise and customer relationships of AMs who were paid more competitively.

I’m sure that’s also happening in other departments.

What could go wrong?🤦🏻‍♂️

I created a side Staples Account on the Career sight and applied for the same job with the same resume but with a different name and got and interview….with the alt account. The other real account was denied. I was tops in every category. Yes, my people I still know told me there was a black listed of former employees. We just proved it.

Never work for this unethical company…. Unethical hiring practices are a thing at Staples. You asked for it.

I left Target HQ 3 years ago and really want to come back. Does Target generally hire previous employees if they left on good terms? Do you have an advantage in the hiring process?

Daimler Truck North America will recall 400 workers and hire an additional 200 at its Mount Holly, North Carolina facility by the end of 2026. This expansion is part of a plan to introduce a second shift at the Freightliner truck manufacturing plant. The move reflects a rebound in the freight market, evidenced by significant increases in Class 8 truck orders. DTNA is closely monitoring demand trends as it implements these staffing changes.

Mount Holly, North Carolina

https://www.ttnews.com/articles/dtna-mount-holly-boost-2026

Months ago we heard Walmart planned 3000+ H1B hires. Then, the Trump administration attached a $100,000 fee for bringing in a foreign H1B employee to replace a US based associate. After that, Walmart walked back their H1B plans.

Now, a federal judge has ruled the fee is illegal. Does that mean we’ll see Walmart dump a ton more US based associates and bring in foreign H1B workers to take those jobs? If I had to guess, I’d say, yes- they probably will.