Real Stories of Job Seekers
Not LinkedIn fluff.
Just what’s really happening out there 👇🧵
Two Summers, No Future.
BS + MS in Computer Science.
Two summers interning at the same company.
Internship extended to year-end... but no full-time offer.
Reason? “Budget constraints.”
2/9🧵
Served My Country. Still Can’t Get a Call Back.
BS + MS in CS.
8-year Navy veteran.
Taught CS students 4 of 5 years in school.
Still no full-time employment. 3/9 🧵
If the PROPOSED Truth in Job Advertising and Accountability Act (TJAAA) passes, they’re gone:
• No fake “we’re hiring” posts
• Salary ranges in every posting
• 90-day max... no more evergreens
• Fines up to $200K per fake listing
A compliance nightmare for job boards and the Fortune 500. But if passed- major win for job seekers.
The proposed Truth in Job Advertising and Accountability Act is a proposed federal bill that targets “ghost jobs” - listings posted with no real hiring intent.
It would set national rules for job ads, add pay & AI transparency, and create real penalties for fake postings. Still in proposal stage, but could reshape hiring.
Analyses show about 1 in 5 job postings are ghost jobs- and some surveys put it closer to 40%.
Fake listings waste time, harvest data, and make companies look like they’re growing.
This bill would make every posting real, funded, and trackable... with penalties that hurt.
In 2025, companies are starting new hires at the same pay as people who’ve been there for years. Sometimes more.
That’s not a fluke…. it’s called pay compression y’all - and it’s wiping out the value of experience in corporate America.
- per OutSolve, 2025
Average 2025 merit raise? 3.2%…. less than employers projected last fall (NFP / Mercer QuickPulse).
Inflation eats half before it hits your account.
The gap between you and the new hire? Gone in a year.
Wage compression = when newly hired, less-experienced employees earn close to what current employees make.
Translation: tenure loses value. The pay ladder’s flat.
“In a situation of wage compression, an incoming employee may still be offered a starting salary close to what the older employee is currently earning because the market rate outpaces your company’s salary-increase practices.” (Lattice, 2025).
A federal judge said their AI system may have blocked HUNDREDS OF MILLIONS of job applicants from getting interviews.
“Denied employment recommendations” … by an algorithm.
The judge says the case can move forward. Here’s what’s happening: 🧵
A judge found Workday’s tools can score, sort, rank, or screen applicants, and in many cases, an applicant “can advance only if they get past Workday’s screening algorithms.”
If you got labeled “low” or “unable to score,” you may have been auto-rejected.
That is pretty explosive for a case that hasn’t really begun!
Workday claims it doesn’t make hiring recommendations…
➡️ The court cited their own marketing:
Court Document (Page 10):
“Our skills intelligence foundation helps you build diverse teams by expanding candidate pools with equitable, AI- and ML-driven job recommendations.”
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🌐 Live Website (as of now):
Our skills intelligence foundation helps you build diverse teams by expanding candidate pools with equitable, AI-driven job recommendations.