Here’s an uncomfortable truth: most job application advice was written for a market that no longer exists.

“Apply to as many jobs as possible.” “Spray and pray.” “It’s a numbers game.”

This advice made sense when hiring managers actually read applications. It doesn’t work when 97.8% of Fortune 500 companies use ATS software to filter candidates before a human ever sees your resume.

The IT job market in 2026 is brutal. Not because there aren’t jobs. Tech unemployment sits at a historic low of 2.8%. The brutality comes from a broken application system where the average job seeker submits 32 to 200+ applications before landing an offer, only 0.1% to 2% of cold applications result in a job offer, and roughly one in five job postings you’re applying to doesn’t actually exist.

You’re not failing. The system is failing you.

But here’s the good news: once you understand how this broken system actually works, you can beat it. Let’s talk about what the data says—not what career coaches who haven’t applied for a job since 2015 think works.

The Ghost Job Problem Nobody Talks About

Before you optimize a single bullet point on your resume, you need to understand why so many of your applications disappear into the void.

A 2025 Greenhouse study found that between 18% and 22% of all online job postings are ghost jobs—positions with no intention to hire. But it gets worse. A LiveCareer survey of 918 HR professionals revealed that 45% of them admit to “regularly” posting ghost jobs, with another 48% doing it “occasionally.”

Combined, 93% of HR professionals engage in this practice to some degree.

Why? Companies post fake jobs to:

  • Build talent pipelines for “someday”
  • Make their company appear like it’s growing
  • Collect resumes to compare against current employees’ salaries
  • Meet internal metrics about “open requisitions”
  • Justify budget requests (“We need more headcount!”)

This isn’t conspiracy theory territory—LinkedIn reports that 27.4% of U.S. job listings on their platform are likely ghost jobs.

How to Spot a Ghost Job

Not every old posting is a ghost, but here are red flags:

Age of posting: If it’s been listed for 60+ days, proceed with caution. The average time-to-hire for tech roles is 42 days. Anything older suggests they’re either extremely picky or not actually hiring.

Vague requirements: Real job postings have specific requirements. Ghost jobs often cast an absurdly wide net: “5-10 years experience in a variety of technologies” with no specifics.

No salary range: Companies that are serious about filling a role typically post compensation. Ghost jobs often skip this because there’s no actual budget.

Company is laying off but posting: If a company announced layoffs last month but is still posting entry-level roles, those postings existed before the freeze and nobody bothered to remove them.

The posting reappears: If you see the same job reposted every 3-4 weeks, they’re either churning through candidates for legitimate reasons or they have no intention of filling it.

What to Do About Ghost Jobs

Your best defense is focusing on warm applications rather than cold ones. More on this below. But when you do apply cold, prioritize:

The ATS Reality (It’s Not What You Think)

Everyone knows about Applicant Tracking Systems. Most people misunderstand how they actually work.

The conventional wisdom says: “ATS is a robot that scans your resume for keywords and rejects you if you don’t have enough.”

Reality is more nuanced. 99.7% of recruiters use keyword filters in their ATS, but modern systems are more sophisticated than simple keyword matching. They parse your resume into structured data—job titles, companies, dates, skills—and let recruiters search and filter that database.

The problem isn’t that ATS rejects you. The problem is that your resume might not parse correctly.

Why Your Resume Might Be Getting Scrambled

When an ATS parses your beautifully designed resume, it often mangles the information:

  • Headers and footers: ATS systems fail to identify contact info stored in headers/footers 25% of the time
  • Two-column layouts: The system reads left to right, potentially mixing unrelated content
  • Tables and text boxes: Data can get extracted out of order or skipped entirely
  • Graphics and icons: Completely invisible to most parsers
  • Custom fonts: Can render as gibberish or missing characters

The fancy resume template you paid $30 for? It might be actively hurting you.

The ATS-Friendly Format That Actually Works

Here’s what the data says about formatting for maximum parsability:

File format: .docx is the safest bet. PDFs work with most modern systems but can still cause issues with older software. When in doubt, submit a .docx.

Layout: Single column, no tables, no text boxes. Keep it boring. Your resume’s job is to get parsed correctly and put in front of a human, not to win design awards.

Section headers: Use standard labels the system expects: “Work Experience” (not “Where I’ve Made Impact”), “Education” (not “Academic Journey”), “Skills” (not “Superpowers”).

Contact info: Put it in the body of the document, not headers or footers. Include your name, email, phone, LinkedIn URL, and location. City and state are fine. Skip the full street address.

Fonts: Stick to Arial, Calibri, Georgia, or Times New Roman. Nothing exotic.

This might feel like career advice from 2005, and that’s the point. Simple formats parse correctly. That’s what matters.

Check out our IT resume examples guide for templates that balance ATS optimization with human readability.

Keywords: The Right Way vs. The Wrong Way

Here’s where things get interesting. Yes, you need keywords. No, you shouldn’t keyword-stuff your resume like it’s 2012 SEO.

Modern ATS systems (and the recruiters using them) can detect unnatural language patterns. Stuffing “Python Python Python” into white text at the bottom of your resume will get you flagged, not hired.

How to Actually Use Keywords

Step 1: Extract keywords from the job posting

Don’t guess which skills matter—let the posting tell you. Read it three times:

  1. First pass: Identify technical skills mentioned (specific technologies, tools, platforms)
  2. Second pass: Note soft skills and responsibilities emphasized
  3. Third pass: Look for repeated terms—those are prioritized

Step 2: Include both acronyms and spelled-out versions

Recruiters search differently. Some type “AWS,” others type “Amazon Web Services.” Include both:

  • “Amazon Web Services (AWS)”
  • “Active Directory (AD)”
  • “Virtual Private Network (VPN)”

Step 3: Mirror the exact terminology

If the posting says “Python 3,” don’t just write “Python.” If they want “Jira,” don’t write “project management software.” Match their language.

Step 4: Integrate keywords into accomplishments, not skill dumps

Compare:

  • Weak: “Skills: Python, SQL, AWS, Linux, Docker”
  • Strong: “Automated infrastructure provisioning using Python and AWS CloudFormation, reducing deployment time from 4 hours to 15 minutes”

The second version contains the same keywords but demonstrates context and impact.

If you’re building a homelab or working on certifications, make sure those projects translate into keyword-rich accomplishments on your resume.

The Quantity vs. Quality Debate (Settled by Data)

Should you apply to 200 jobs and hope for the best? Or carefully target 20 applications?

The data suggests a middle path—with a heavy lean toward quality.

According to Indeed’s research, response rates vary dramatically by platform:

  • Indeed: 20-25% response rate
  • LinkedIn: 3-13% response rate
  • Company websites: 2-5% response rate

Tech specifically sees response rates as low as 5% for cold applications.

But here’s the key insight: warm applications outperform cold ones by a massive margin.

A warm application is one where you have some connection:

  • A referral from a current employee
  • A recruiter who reached out to you first
  • A hiring manager you met at a meetup or virtual event
  • A connection through LinkedIn who works there

Research shows referred candidates are hired at rates 4-10x higher than cold applicants.

The Optimal Application Strategy

Based on the data, here’s what actually works:

Tier 1: Warm applications (20% of your time, 80% of your results)

Focus energy on:

  • Jobs where you have a connection who can refer you
  • Roles where a recruiter reached out first
  • Companies where you’ve built relationships through IT networking

Even a weak connection helps. “I saw you work at Company X—would you mind telling me about the culture?” followed by genuine conversation can turn a stranger into an advocate.

Tier 2: Targeted cold applications (60% of your time)

For jobs you genuinely want but have no connection:

  • Customize your resume for each posting (yes, really)
  • Write a cover letter that references something specific about the company
  • Apply within 48 hours of posting going live
  • Follow up on LinkedIn with the hiring manager or recruiter (politely, once)

Check our cover letter guide for templates that actually get read.

Tier 3: Quick-apply for volume (20% of your time)

For roles that are “fine” but not dream jobs:

  • Use a general resume optimized for your target role
  • Skip the cover letter if it’s optional
  • Apply quickly and move on

Don’t waste an hour customizing an application for a job you’re lukewarm about. But also don’t expect these to convert at the same rate.

Where to Actually Apply (Platform Breakdown)

Not all job boards are created equal. Here’s what the data shows:

Indeed (20-25% response rate)

Pros: Highest response rates, massive volume, good for entry-level roles Cons: Lots of ghost jobs, lower-quality postings, recruiters are often flooded

Best for: Help desk, IT support, system admin roles

LinkedIn (3-13% response rate)

Pros: Built-in networking, Easy Apply is convenient, “verified” job badges help identify real postings Cons: Lower response rates for cold applications, saturated with applicants

Best for: Mid-level to senior roles, jobs where you can leverage connections

Pro tip: Optimize your LinkedIn profile before applying. Recruiters will check it, and a weak profile undermines a strong application.

Company Websites (2-5% response rate)

Pros: No middleman, application goes directly to hiring team, shows intentionality Cons: Lowest response rates for cold applications, often outdated postings

Best for: Dream companies where you’ve done your research

Dice

Pros: Tech-focused, recruiters actively search it, good for contract/consulting work Cons: Heavy recruiter activity (both good and annoying), lots of staffing agencies

Best for: Cybersecurity roles, contract positions, specialized tech jobs

GitHub Jobs / Stack Overflow

Pros: Developer-focused, technical culture, often higher-quality postings Cons: Smaller volume, skews toward startups

Best for: Developer roles, DevOps, engineering positions

The platform matters less than your approach. A warm application on any platform beats a cold application on the “best” platform.

Timing Your Applications (It Actually Matters)

When you apply can significantly impact whether your resume gets seen.

Best Days to Apply

Research consistently shows that applications submitted Monday through Wednesday get the highest response rates. Thursday and Friday applications often sit over the weekend and get buried.

Best Time of Day

Apply between 6 AM and 10 AM in the company’s time zone. Recruiters often check the ATS first thing in the morning. Being at the top of the queue beats being buried under 50 other applications.

Speed Matters More Than Timing

The most important timing factor? How quickly you apply after a job is posted.

Jobs posted in the last 48 hours have dramatically higher response rates than older postings. Many positions effectively close within the first week, even if the posting stays up.

Set up job alerts for your target roles and titles. Check them daily. Apply immediately when you see something good.

Following Up (Without Being Annoying)

The “follow up until they tell you no” advice is mostly bad. Here’s a data-informed approach.

When Following Up Helps

  • After applying, if you can identify the hiring manager or recruiter on LinkedIn
  • After an interview, to send a thank-you and reiterate interest
  • After being told “we’ll get back to you” and the stated timeline has passed

How to Follow Up

Post-application follow-up (optional, once): “Hi [Name], I recently applied for the [Position] role at [Company]. I’m particularly excited about [specific thing about the role/company]. Would love to connect and learn more about what you’re looking for in this position.”

Keep it under 50 words. Send it 3-5 days after applying. Don’t send it again.

Post-interview follow-up (required): Send within 24 hours. Reference something specific you discussed. Reiterate enthusiasm. Keep it brief.

Checking on timeline: If they said “we’ll decide by Friday” and it’s the following Tuesday, one polite email is fine: “Hi [Name], wanted to check in on the timeline for the [Position] decision. Happy to provide any additional information if helpful.”

When Following Up Hurts

  • Following up multiple times after a cold application with no response
  • Following up within 48 hours of applying
  • Sending “just checking in” messages weekly
  • DMing on multiple platforms simultaneously

Persistence can work, but desperation shows. One thoughtful follow-up. Then move on.

Red Flags in Job Postings (Save Yourself the Time)

Not every posted job is worth your application. Here’s what should make you pause:

Immediate Skip

  • “Must be willing to wear many hats” = Understaffed, you’ll do three jobs for one salary
  • Salary ranges spanning 50%+ (e.g., “$70K-$140K”) = They have no idea what they want
  • “Fast-paced environment” + “must be available 24/7” = No work-life balance
  • Urgently hiring with no salary listed = Probably underpaying
  • Entry-level requiring 3+ years experience = They don’t know what entry-level means

Yellow Flags (Proceed with Caution)

  • Posting is 45+ days old
  • Company has recent layoff news
  • Reviews on Glassdoor consistently mention issues you care about
  • Job requirements include every technology ever invented

What Good Postings Look Like

  • Clear salary range
  • Specific technical requirements (not “experience with various technologies”)
  • Posted within the last 2 weeks
  • Company has positive or neutral recent press
  • Requirements feel achievable with 70-80% match

You shouldn’t apply to jobs you’re 100% qualified for. Research suggests that candidates who match 60-70% of requirements get interviews at similar rates to those matching 90%+. Don’t self-reject—but also don’t waste time on obvious mismatches.

The Technical Portfolio Question

Do you need a portfolio website, GitHub profile, or homelab to get IT jobs?

It depends on the role.

When Technical Presence Matters

  • Developer/DevOps roles: Active GitHub with real projects helps significantly. See our DevOps career guide for what hiring managers look for
  • Cybersecurity roles: CTF participation, HackTheBox or TryHackMe profiles, security research
  • Cloud/infrastructure roles: Documentation of projects, architecture diagrams, and cloud certifications

When It Matters Less

Building Technical Credibility

If you’re early-career or transitioning into IT, here are high-ROI activities:

  1. Build a homelab and document it—check our complete homelab guide
  2. Get hands-on with Linux using platforms like Shell Samurai for interactive terminal practice
  3. Contribute to open source—even documentation PRs count
  4. Complete CTF challenges on PicoCTF or OverTheWire for security roles
  5. Document everything in a blog or GitHub README

The goal isn’t to have an impressive portfolio. It’s to have evidence that you can do the work you’re claiming you can do.

Mental Health and Job Searching

Let’s be real about something nobody discusses enough: job searching is psychologically brutal.

When only 0.1% to 2% of cold applications result in offers, rejection is mathematically guaranteed. You’re going to apply to jobs and hear nothing. You’re going to make it to final rounds and get passed over. You’re going to wonder if you’re even qualified for this industry.

This is normal. It’s also hard.

Practical Mental Health Strategies

Set application limits: Applying to 20 jobs per day isn’t hustle. It’s burnout fuel. Aim for 5-10 quality applications, then stop.

Track your progress, not just outcomes: “Applied to 10 jobs, customized 3 resumes, sent 2 networking messages” is progress even if none resulted in interviews yet.

Take breaks: If you’ve been searching intensely for months, a week off won’t hurt your chances. It might help you show up more energized when you return.

Talk to other job seekers: IT career communities can normalize what you’re experiencing. You’re not alone in finding this hard.

Don’t make it your identity: You’re a person who happens to be job searching. You’re not a job seeker who happens to be a person.

If searching is affecting your sleep, relationships, or mental health, that’s a signal to adjust your approach—not push harder.

FAQ

How many jobs should I apply to per week?

Focus on quality over quantity. 10-15 thoughtful applications per week is more effective than 50 spray-and-pray submissions. Prioritize roles where you have connections or strong matches.

Should I apply to jobs I’m not fully qualified for?

Yes, if you meet 60-70% of the requirements. Research shows candidates at this match level get interviews at similar rates to those at 90%+. Job postings describe ideal candidates, not minimum requirements.

Is it worth paying for resume writing services?

For most IT roles, no. A well-formatted, keyword-optimized resume you write yourself (or with free AI tools) performs just as well. Spend that money on certifications instead—they move the needle more.

How do I know if a job posting is a ghost job?

Key signs: posted 60+ days, reappears every few weeks, vague requirements, no salary range, company recently announced layoffs or hiring freezes. LinkedIn’s “verified” badge and recent posting dates are your best filters.

Should I include a cover letter if it’s optional?

For Tier 1 and Tier 2 applications (warm connections and targeted cold applications), yes—a short, specific cover letter helps. For Tier 3 quick-apply applications, skip it if optional.

The Bottom Line

The IT job market isn’t broken because there aren’t jobs. It’s broken because the application process has become a numbers game that benefits nobody. Candidates drown in rejections. Recruiters drown in unqualified applications. Companies drown in ghost job postings they never intended to fill.

You can’t fix the system. But you can work with how it actually functions:

  1. Recognize that ghost jobs are real and prioritize recent, verified postings
  2. Format your resume for ATS parsability, not design awards
  3. Use keywords strategically, integrating them into accomplishments rather than stuffing them into lists
  4. Invest disproportionately in warm applications through networking and referrals
  5. Apply quickly to new postings rather than slowly to old ones
  6. Follow up once, then move on

The job search is a grind. But it’s a grind with patterns you can understand and strategies that actually work. Stop applying the same way everyone else applies, getting filtered out the same way everyone else gets filtered out.

Do the work differently. Get different results.

Now go update that resume—you’ve got interviews to land.