It’s one of the most common frustrations I hear from professionals:
“There are so many jobs posted online, but no one ever gets back to me.”
It’s a valid question — and an important one. As someone who’s spent decades recruiting within the insurance industry, I can tell you there’s no single answer. The hiring ecosystem has become complex, and what candidates see online doesn’t always reflect what’s happening behind the scenes.
Let’s break it down.
1. Some job postings simply stay up too long.
In many cases, the role was legitimate — but it’s already been filled. The problem? The posting never got taken down.
With thousands of new postings going up daily, that backlog grows exponentially. The result is a flood of “phantom” opportunities that remain visible long after hiring decisions have been made.
2. Internal policies often drive posting requirements.
Many companies, particularly larger organizations, are required to postpositions publicly — even when an internal candidate has already been identified.
This isn’t deception; it’s compliance. It ensures fairness and transparency, but to the outside candidate, it can feel like sending a résumé into a void.
3. Some postings are used to test the market.
Occasionally, companies post roles to gauge interest or benchmark compensation before formally committing to a hire. Others post to build a candidate pipeline for anticipated future needs. These are real employers, but not always tied to immediate openings.
4. Not all recruiters play by the same rules.
As with any profession, you’ll find great recruiters — and some who cut corners. A few may post positions they don’t actually represent, hoping to attract candidates they can then use as leverage to secure the client’s business.
While I choose to believe this is the exception, I’ve heard enough candidate feedback to know it happens more often than most would like to admit.
5. Corporate recruiters are overwhelmed.
Even when a posting is active and legitimate, internal recruiting teams often face an impossible volume of applicants.
For every strong candidate, there may be hundreds of unqualified submissions. Sorting through that level of response is time-consuming and mentally draining— and as a result, many qualified candidates never hear back.
AI tools are starting to help manage the influx, but technology can only go so far. While AI may improve efficiency for high-volume or entry-level hiring, it often lacks the nuance to evaluate professional roles accurately —especially in specialized fields like insurance.
6. Resource constraints are real.
Many talent acquisition teams simply aren’t equipped with the bandwidth or systems to handle the scale of today’s recruiting demands. They’re doing their best, but without the right tools or support, responsiveness inevitably suffers.
So what does this mean for candidates?
It means persistence and perspective are key. Not every posting represents an immediate opportunity, but many do — and sometimes it’s about timing, fit, and follow-up.
Whenever possible, go beyond the “Apply” button. Seek connections inside the organization. Reach out to reputable recruiters who specialize in your field. Authentic relationships still move the needle far more than online portals ever will.
Final Thought
The recruiting landscape isn’t broken — but it’s certainly strained. Technology, compliance, and human behavior all intersect in ways that can create confusion for job seekers.
Understanding why things happen the way they do doesn’t make the waiting easier, but it does help bring context — and that’s a good first step toward navigating today’s hiring world with clarity and confidence.