If you’ve ever wondered whether employees actually job hunt during work hours, the answer is a resounding yes. Welcome to the age of ghostworking—a growing trend where workers not only pretend to be productive but are actively searching for new jobs on company time. According to Resume Now’s 2025 Ghostworking Report, 92% of employees admit to job searching while on the clock. Ghostworking isn’t just about looking busy anymore—it’s about using work hours to plan your next move.
What Is Ghostworking?
Ghostworking refers to the act of appearing busy while doing little or no real work—and in 2025, it has evolved into a subtler, more strategic behavior. Think of it as productivity theater 2.0: keeping a spreadsheet open while browsing LinkedIn, walking the office halls with a notebook in hand, or scheduling fake meetings to avoid actual tasks.
But now, ghostworking includes job hunting while on the clock. It’s not just a passive disengagement—it’s an active exit strategy.
The Real Numbers Behind Ghostworking
The Resume Now survey, which gathered insights from 1,127 U.S. workers, reveals just how deep this issue runs. Here’s what the data shows:
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92% of employees have job-searched during work hours
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55% regularly search for jobs while working
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24% edit their resumes at work
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23% use company devices to apply for jobs
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20% take recruiter calls during office hours
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19% sneak out for interviews
While remote work gives flexibility, it also fuels the illusion of productivity. Workers report wasting more time at home (43%) than in the office (37%).
Why Are Employees Ghostworking?
There’s a growing disconnect between what employers expect and how employees feel. Many workers are under pressure to look busy rather than actually contribute meaningfully. They adopt quiet workaround habits like:
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Typing randomly to appear engaged (22%)
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Keeping spreadsheets open while browsing unrelated content (15%)
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Holding fake phone calls (15%)
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Scheduling non-existent meetings (12%)
The core issue? Burnout, lack of appreciation, and minimal growth opportunities. Employees are signaling frustration by mentally checking out—while preparing their next career move.
What Employers Can Do About It
Instead of increasing surveillance or micromanagement (which often makes things worse), companies should focus on rebuilding trust and engagement. Here’s how:
1. Open the Conversation
Regular one-on-one check-ins with employees—done with empathy—can uncover hidden frustrations. Not every ghostworker is lazy. Some are burned out high-performers or overlooked loyalists. A little listening goes a long way.
2. Make Employees Feel Valued
Employees who feel seen and appreciated are less likely to disengage. Celebrate wins, acknowledge individual contributions, and create appreciation programs that go beyond a generic email.
3. Provide Career Growth Paths
One of the biggest drivers of ghostworking is the lack of advancement opportunities. When employees know there’s room to grow, they’re more likely to stay engaged. Offer training, mentorship, and clear promotion tracks.
4. Redesign Work Culture
Encourage productivity over visibility. Evaluate output, not online presence. Build a workplace culture that supports work-life balance and autonomy, rather than one rooted in constant monitoring.
The Bottom Line
Ghostworking is not just a trend—it’s a red flag. It reveals an urgent need for better communication, stronger leadership, and a culture that values real productivity over performative busyness. Monitoring screen time might prompt short-term focus, but it won’t fix disengagement.
To break the ghostworking cycle, companies must prioritize trust, appreciation, and growth—because when employees feel seen and supported, they stop looking elsewhere.
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