How GhostScores Are Calculated

Last updated: March 23, 2026

Transparency is our core value — including transparency about how we calculate scores. Here's exactly how GhostScores work.

The 0-100 Scale

Every company receives a GhostScore from 0 (worst) to 100 (best). The score reflects how responsive a company is to job applicants based on authenticated candidate reviews.

Score Brackets

• 70-100: Responsive — Company communicates consistently with candidates
• 45-69: Mixed — Some candidates hear back, others don't
• 25-44: Poor — Majority of candidates report little to no communication
• 0-24: Ghost Zone — Systematic failure to communicate with candidates

Scoring Factors (Weighted)

• Response rate (40%) — What percentage of reviewers report receiving any response from the company
• Response time (25%) — Average number of days candidates wait for a response
• Interview stage weight (20%) — Ghosting after a final-round interview is penalized more heavily than silence after an initial application, because more candidate investment has occurred
• Employer engagement (15%) — Companies that claim their profile and respond to reviews receive a positive adjustment, reflecting a commitment to candidate communication

Minimum Review Threshold

Companies must have at least 5 authenticated reviews before a public GhostScore is displayed. Below this threshold, the profile shows "Not enough data."

Trend Calculation

The 6-month trend indicator compares the current rolling average against the previous 6-month period. A minimum of 3 reviews in each period is required to display a trend.

What GhostScores Do Not Measure

GhostScores reflect self-reported candidate experiences. They do not measure: job offer quality, workplace culture, salary competitiveness, or overall company quality. A company can be a great place to work and still have a poor hiring communication process.