HR BESTIES - HR Besties: Boo! Ghost Job Epidemic

Episode Date: September 10, 2025

Today’s agenda:  Really, Ohio? Cringe corporate speak: drill down Hot topic: all things ghost job epidemic: applying, interviewing and never hearing back Have we experienced this or seen it happening IRL? The graveyard of forgotten job postings Gathering intel on competitors and making an organization seem bigger Blue sky recommendations Higher volume of applications means visibility on every candidate is unlikely Do your own research Questions/Comments  Your To-Do List: Grab merch, submit Questions & Comments, and make sure that you’re the first to know about our In-Person Meetings (events!) at ⁠⁠⁠https://www.hrbesties.com⁠⁠⁠. Follow your Besties across the socials and check out our resumes here: ⁠⁠⁠https://www.hrbesties.com/about⁠⁠⁠.  Subscribe to the HR Besties Newsletter - ⁠⁠⁠https://hr-besties.beehiiv.com/subscribe⁠⁠⁠ We look forward to seeing you in our next meeting - don’t worry, we’ll have a hard stop! Yours in Business + Bullsh*t,  Leigh, Jamie & Ashley Follow Bestie Leigh! ⁠⁠⁠https://www.tiktok.com/@hrmanifesto⁠⁠⁠ ⁠⁠⁠https://www.instagram.com/hrmanifesto⁠⁠⁠ ⁠⁠⁠https://www.hrmanifesto.com⁠⁠⁠ Follow Bestie Ashley! ⁠⁠⁠https://www.tiktok.com/@managermethod⁠⁠⁠  ⁠⁠⁠https://www.instagram.com/managermethod⁠⁠⁠ ⁠⁠⁠https://www.linkedin.com/in/ashleyherd/⁠⁠⁠ ⁠⁠⁠https://managermethod.com⁠⁠⁠ Follow Bestie Jamie! ⁠⁠⁠https://www.millennialmisery.com/⁠⁠⁠ Humorous Resources: ⁠⁠⁠Instagram⁠⁠⁠ • ⁠⁠⁠YouTube⁠⁠⁠ • ⁠⁠⁠Threads⁠⁠⁠ • ⁠⁠⁠Facebook⁠⁠⁠ • ⁠⁠⁠X⁠⁠⁠ Millennial Misery: ⁠⁠⁠Instagram⁠⁠⁠ • ⁠⁠⁠Threads⁠⁠⁠ • ⁠⁠⁠Facebook⁠⁠⁠ • ⁠⁠⁠X⁠⁠⁠ Horrendous HR: ⁠⁠⁠Instagram⁠⁠⁠ • ⁠⁠⁠Threads⁠⁠⁠ • ⁠⁠⁠Facebook⁠⁠⁠ Tune in to “HR Besties,” a business, work and management podcast hosted by Leigh Elena Henderson (HRManifesto), Ashley Herd (ManagerMethod) and Jamie Jackson (Humorous_Resources), where we navigate the labyrinth of corporate culture, from cringe corporate speak to toxic leadership. Whether you’re in Human Resources or not, corporate or small business, we offer sneak peeks into surviving work, hiring strategies, and making the employee experience better for all. Tune in for real talk on employee engagement, green flags in the workplace, and how to turn red flags into real change. Don't miss our chats about leadership, career coaching, and takes from work travel and watercooler gossip. Get new episodes every Wednesday, follow us on socials for the latest updates, and join us at our virtual happy hours to share your HR stories. Learn more about your ad choices. Visit podcastchoices.com/adchoices

So there is a state in the U.S., and that state is Ohio, where recently a bill was proposed to impact those interviewing for jobs. And what they proposed it would do is that especially those receiving unemployment benefits, that there would be a portal that employers could go if they had a job interview with someone, and they could go and then report if someone didn't show up for the job interview. them. And then what? Just tattel? It's just a tattletale website? Well, they have actually, so it is a tattletail website because explicitly in the section right below this proposed bill is existing language that's about complaints for like the unemployment department. So already they

have this division that if you think someone's getting unemployment benefits, you know, they're $13 and 42 cents a week or whatever, you know, you tend to get. For unemployment benefits, you can make a complaint if you think someone's like, you know, dodgy. in the system a little bit, like getting money on the side. It's not a W-2, so it doesn't flow through. So they already have this complaint mechanism. But so now this would allow for a portal for employers to register those that don't show up for job interviews. And then in the language, all it says that this department, like basically the jobs department of Ohio, the jobs agency, they shall investigate complaints made under this chapter. So basically, what this is saying,

that, you know, bills tend to get adjusted. But what this would say, as, as, as, written is that if someone didn't show up for a job interview and there was a complaint, then this department would have to go and investigate that and be like, why didn't you show up for this job? And that is a real bill that is being proposed in this day and age. Why are we such dicks? Yeah. I mean, I understand that that is a part of receiving unemployment benefits, is you do have to report that you have applied to jobs. I completely get that part. But shit happens. And granted, don't get me wrong. I know there are people that apply to jobs, get the call. get an interview scheduled and don't show up on purpose too.

They're like, fuck this. I don't want to go. But really? Making it all people's jobs to go and investigate this type of thing. This is where we need to be spending resources, do time and resources right now and manage to the lowest common denominator? When there's not even enough resources or people to review the claims and like pay them out in a timely manner, I think the backlog in Texas, I mean, you're not even getting your first

unemployment check for like six months after you, I mean, you know what I mean? Like, how are people supposed to live? I agree. I think that much bigger problems, people not getting actually the resources they're entitled to than like, then no shows, which again, you can have anything happen. But anyway, so this law has gotten, has gotten a lot of attention. And partially it's gotten attention because people are like, wait, what? There's a registry of people that don't show for jobs and which I totally get. Most people would not go to the depths like I do in research and are like, what's this? And I'm thinking, know, it must be tied to unemployment benefits because otherwise that would be very weird. And it's still weird.

But yeah, so if you've seen these headlines about an Ohio registry, just generally about job ghosting, it's not exactly that. It is tied to unemployment benefits, but it's still weird. Yeah. I mean, can we penalize companies for ghosting candidates? Right. That's what I was going to say. Flip.

Where's the portal where employers can go and pay people for interviewing with them? Yeah. after they take off work or, you know, fly or whatever it is, travel to spend hours interviewing and they never hear back. Like I'm on my fifth interview and then all of a sudden I'm ghosted. I get no feedback. No, we went another direction. Six months later, I'll receive an email that says, thanks, but no thanks. I'm almost in. I am about to hit the 19th anniversary of waiting for the decision on whether I'm getting that job offer in Charlotte, North Carolina from this law firm that I drove. to and spent the night in Charlotte and spent and I followed up multiple times like an asshole and then I'm still waiting. So I have to imagine one of these days, probably right when I'm getting ready to retire. I'll finally get my offer letter. Well, yeah, I'm shaking my fifths for Heather.

I still want Lee to get that call from Heather. 23 fucking years ago, Heather, okay, at a business out in Austin said I'd be getting a call anytime with an offer. Damn you, Heather. three freaking years ago. Did I get that internship or not? I am still waiting. Did I get it or not? It keeps me up at night still, damn you, Heather. Now us too.

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that water cooler talk for our meeting today but first things first run down to the agenda fringe corporate speak Jamie's got that. Thank you so much in advance for covering that today. And then the meeting hot topic is all about the ghost job epidemic, right? So you apply, you interview, and then nada. Job ain't even real. Or you don't ever hear back. All of that, right? Ghosting and interviewing. Rude. So rude. And then, of course, as always, we will end with some questions and comments. How does that sound? Beautiful. Impactful.

Beautiful. See? Cernie, we will give you the information you're looking for, unlike Heather. Damn you, Heather. Heather. Now I'm all rolled up. Jamie, what do you got? Drilled down, which honestly I was surprised we had not used before.

But I think I was thinking of it as deep dive because they're very similar, right? Because we're doing a deep dive in the numbers, but we're drilling down also in the numbers, right? We're drilling down. at the data. I probably have shamefully used this. I wouldn't say often, but I definitely have probably used this. Probably in a meeting to try to make myself sound smarter than what I was because I didn't have the information handy and I'll be like, oh, I'll have to get back to you. I've got to drill down on the information, you know. God forbid you just look at the shit, right? Exactly. Right, right. You got to drill down into it.

I actually don't have any fucking clue because I haven't really looked at the data you asked me to pull this report five minutes before this meeting. And so I'll have to look at it later. It is. That can be the nice way to say it. Because if someone's asking you things in the meeting and they're asking you real specific questions and you're thinking like, I don't know exactly. You know what? You can throw a couple in there. Let me drill down on that offline. We'll get back together. And then I can give you exactly what you're looking for. So I don't have to waste your time right now. Oh, great. Thank you. Yeah. I don't think I use a drill down. That's for the best.

I know, right? I mean, not that I'm opposed to it or I just don't think it's in my vocab. I'm surprised from Texas. Oh, yeah. I know. That's what I was thinking. We're drilling all sorts of shit all over here. Yeah, like Dallas.

For a long time, I'd only been to Dallas in Houston. Now, obviously, I've been to San Antonio to visit you leave. But for a long time, I kind of thought, like, Texas. And I thought of, like, Dallas, the show. And so you do envision this, like, everyone's just drilling all over the place. and all the stakes. And again, I know I'm from Kentucky, so I won't, I know fully what people probably assume we're doing. So, um, but yeah, just, I would have thought you used that like totally vernacular, like at the grocery store. Like, let me drill down on aisle seven, but no.

Oh, exactly. Have we drilled down the dairy? Yeah, like we're just covered in black gold here, right? You have that, what's that nice grocery store you have to? You have that nice grocery store. H-E-B. Yeah. I called it the wrong thing. H-E-B. Number one, all the time. in the U.S. And I called it Heb, remember? Yes.

Yes. Yes. H.E.B. We love our HEB. But yeah, I drill down around there sometimes. I drill down around them part sometimes. Now you're going to use it. Like, ironically, people are going to be like.

Oh, my God, I hope not. Why aren't I using it, though? That's a good question. Yeah. I know. You think that's where it comes from, though? That makes sense. That would make sense.

Drilling into the ground. I would think so. Because the idea is you're talking about generalities. You've got to get the specifics. It's like if you're looking at the surface of the ground, you need to get to the... Because you've got to go deeper. To the oil. Oh, it says it only emerged in the 1990s.

It's late for this cringe corporate speak. Sometimes we have that, like, you know, long ago language. Chippetto bullshit. Yeah. Yeah. This is, again, this is sometimes... What's one of my favorite movies? Wall Street.

Oh, yeah. Yeah, I was going to say this. It exuded that for me for some. reason. Yeah, like the Gordon Gecko type stuff. Yeah, the physical act of drilling. Oh, and, oh, interesting. And military marching where a drill down can refer to an internal competition where participants execute commands and those who fail are eliminated. Oh, my gosh, it's like squid games. No, thank you. Oh, we don't use it like that in the workplace. No, you won't be. We mean it more than I think the drilling, like the oil drilling typeish way. Like, let's go down here. Well, hey, feel free to use it in

your work day. Drill down on some technical shit today if you get the opportunity. Oh, gosh. Well, speaking of drill down, which really there's no connection, the hot topic of today is all about ghosting in the interview process, namely ghost jobs, right? That is such a hot topic. I see that all the time, that people are just posting all these fake-ass jobs. But have you all been hearing that? Is that how people reach out to you? They ask about it. You've seen it? Yeah, I think because we're HR content creators, I get asked it a lot. And now, I have not personally experienced this in any of the companies I've worked for. They were never posting fake jobs to appear like there was growth in the company. I mean, at times, we might only have one or two jobs posted because that's

truly all we had open. Frankly, because I've done literally a little bit of everything, and HR having like from a recruiting standpoint that I that would bother me because it's open and it's taking up time to fill and it's going to jack up my it's going to jack up my reports and my numbers and my data and my drill down is not going to look good. So to me I'm like I've never personally experienced it but I also know right now being kind of on the other end of applying to jobs being in the layoff and you know people said they've literally you know, they may have been laid off over a year ago. They've been applying to jobs like hundreds, thousands of jobs.

And so do these jobs even exist? Is this a relatively new thing, I wonder? I mean, I think it's not funny. It's only recently did I learn this idea of ghost jobs and some of the reasons why people would do it. Because when I first heard ghost jobs, I was thinking, I mean, and I still do think the vast majority of jobs that are posted on company websites, careers websites. I do think at some point in time, maybe not right now, at some point

in time, we're a very real job. What sometimes can happen is like, you know, a job is filled and people aren't good about, like, closing that up. Recruiters aren't as good as Jamie who's like, boom, and, you know, and all of that and close that up, I do think the vast majority are. But when people talk about ghost jobs just posted, I was like scratching my brain trying to think, like, is that, I mean, I do think there's probably some like fraud type thing to get information, but now, you know, a lot of people are told don't put your address on your resume, so you're not getting that much information. But I have heard that recently of this idea of organizations doing it for two reasons. One, to make it look like they're bigger than they are

and growing exactly what you're talking about, Jamie, and the other for to get Intel. So the idea like a company would post it. It may be people from their competitors would post so they could see data because, again, people tend to put pretty confidential information in their resumes. And to have that. And so I still believe in my heart of hearts, the vast majority of jobs are real, may not be like totally updated, but I can totally see organizations, not, hopefully generally not those in HR. I can totally see leaders, especially founders who are like, you know what I'm going to do and doing that so that they can look bigger and get that type of competitive intelligence. I can 100% see that happening. I just think it's very rare.

I think the bigger thing that people tend to see of not hearing back is because organizations are getting inundated with a thousand plus applicants. And so it's, that's more of the issue. Did you lock the front door? Check. Close the garage door. Yep. Installed window sensors, smoke sensors, and HD cameras with night vision. No.

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plan. Yeah. I get the same question, too, Jamie, like people asking, do you think this is real? And me saying, I have never seen it. You know, I mean, I really have not seen that in my career, like purposefully posting fake jobs. But to Ashley's point, I think it's probably smaller businesses, startups, like it's, there's probably like a niche like grouping of businesses where I could see, okay, for the two reasons that you listed, Ashley, okay, I guess they have all the time on their freaking hands to do dumb shit like this. Because who has the time? Literally nobody has the time. Now, there is this thing that happens in organizations called Blue SkyRex, right?

And so I haven't worked in talent acquisition, but I've led talent acquisition teams and whatnot. And what you might do is hold open a job that you might not be actively hiring for at that moment. But it's a role you are continuously always having to hire for in backfill or whatever. So you're bringing candidates in, you're keeping them warm, you're putting, you've got 10 roles open.

Because you already know, like, okay, every month, like I am hiring two or three of these positions, right? I may not be as a recruiter like today, actively, trying to fill it, but I know literally tomorrow I'm going to be filling this job, you know, so it's kind of like this, you know, I don't want to say revolving door, but, you know, you're keeping candidates warm, you're collecting candidates always because it's this important role in your organization. And so that's the closest, like, example I can get, in my experience,

like, quote, a ghost job, like something that's real but not, you know? But again, we organizations that do that, they are filling maybe a hundred of those jobs in a year or plus, right? I mean, it's a necessary role just at that moment, it may be boo, you know. Yeah. And I don't want to call it a myth just because I haven't experienced it. But knowing the recruiting piece and talent acquisition piece, knowing how much time and effort that is to somebody makes me suspect it's highly unlikely. I don't, I'm not saying it's not, it's not, that it's not happening, but, you know, you get calls and emails and, you know, depending on what kind of system you have, having that many open applications and not viewing them. I mean, you get dinged for not reviewing

in your system. I just, like I said, I'm not saying it's a myth, but I just knowing the recruiting professionals I know and when I have done recruiting, it's actually a huge hit on them and their numbers and like when they go for their performance review. But I also can see, because I've worked in startup, that they want to add the razzle-dazzle. And so they put that, you know, we're growing. They're not. It's a place that doesn't track recruiter metrics, number one. They might not even have bonuses or a reward structure for that. And it's absolutely a business where the hiring managers, all levels of leadership probably have access to the ATS, the applicant tracking system.

That's where I can see that happening to Ashley's point. The founders in there, yes, the founders in there posting his own damn job for his technical technology officer, not kidding. because he wants to see at that level the talent across that industry or his competitor's talent to see their bullet points and their resume. Like, I can totally see that. You know what I mean? So I think it is pretty niche, you know? If you're in a talent or recruiting role, oftentimes those are used synonymously,

if you start getting things of like the password has been reset for this account, go in there, get in there, get on the phone. stop that from happening. You've got to stop the founder from going in there and posting something because they will. Yeah. Oh, yeah. Yes. Like if your founder has a LinkedIn recruiting license, like, because, you know, you buy it as an organization. This is how this works, y'all. And you get like five of them for your whole work, whatever it is, however many you're buying. If one of those are assigned to like your founder or someone on the leadership team, they're doing ghost job bullshit.

But then in the flip side of having ghost job is then you go on Glass Door and you're looking at that company and there's shitty reviews about their, you know, their applicant. Ghost jobs. Yeah, their applicant process. So it's like you're really shooting yourself in the foot. Yeah, I do tend to think, I do tend to think this happens far less in reality than people think. I think people think it's happening because you're not hearing back. But again, you're not hearing back. I think because of the volume.

and even if your resume is totally well qualified, it can be really hard, even for great recruiters to get through it. The gap that you have is that somebody, especially somebody with a big TikTok following, that wants that knows one of the best ways to get engagement is to go on a TikTok and Instagram, really TikTok, and start talking about these things with authority and confidence and say these things are existing. Companies are doing this. And on the viewer side, you know, the algorithm loves that. They love stuff that's going to get engagement. They love the like that stuff and so you're going to see it and it's going to have all these views so you think this person has followers they know what they're talking about and and so then all of a sudden

you believe this to be true because this person with this big following and this engagement is telling you these things but that doesn't always mean it is because it's to me it's very similarly to this idea of like HR's reading everyone's emails in the organization same thing recruiters don't have time to waste people's time like that if anything they don't have enough time and so they're not getting back to people in the way that you should as a human, but oftentimes it's volume as opposed to ghosting. That, just the lack of resources. You know what I mean?

It is a lot. It is so much. Organizations are getting so many applicants, but Ashley, I love what you said there, you know, just because something's going viral. I mean, look that person up on the LinkedIn. Have they actually worked in HR? There's a lot of people talking about work out there. We were just bitching about this.

weren't we offline, the three of us. There's a lot of, quote, HR work content creators, never worked a day in HR, have never been a leader, have been in the workplace two years, they don't know shit about fuck for the record. I mean, they do not. And it kills us because they're giving such crap advice. And only someone that doesn't have the privilege of expertise would give crap advice like that, like facts, because it's so reckless. And it's, It's so cruel, right, to bullshit people in this way. But that's why we thought it was important to talk about ghost jobs today. Like, here's what we've seen.

We don't know everything. We leave the door open that this is happening. But I don't think it's an epidemic. No, and I think there's a flip side of that, right, too, where because it's people like, well, I applied to thousands of jobs and I never received a call. But, and I'll tell when I've done recruiting, granted, I was an HR director over several locations. It was a nonprofit locations of a health clinic. And I would post one job, and we were located, some of our locations were located in, like, rural-ish area.

I could get 700 applications within less than 24 hours. And so people then get upset. There was only one of me. I was a department of one. People get upset then, well, they didn't get a call back, or maybe they didn't never even pass, you know, phone screen. And that was five years ago. Now it's even worse with all the mass layoffs that have occurred. And I obviously have been in health care the last 11, 12 years. But it's not just health care. There's just been so many, a lot of tech layoffs recently. So, you know,

what maybe five years ago was 3,000 that reply, maybe there's 15,000 now. And so you're not not getting a call back. It's just that they literally can't call everyone. Excellent point, Jamie. Anything else to add to this topic? I'm like all passionate about this, clearly I've dealt with it. Oh, I know. I think I just get frustrated when y'all are absolutely right, when I see someone online saying, well, I, you know, I didn't get a call back or, you know, I had a phone screen and then, well, you're absolutely right. I mean, sometimes recruiters can have in one day, I mean, depending on how they schedule it, every 15 minutes have a phone screen, right?

And so maybe they can't get back to every phone screen, but I personally always wanted to at least provide some sort of email phone call to someone who at least came in for an interview. Absolutely. Or obviously not just face-to-face in a video one, too, once we were remote. But sometimes that's truly not feasible for some companies that have large amount of openings or a large amount of candidates too. This one plug I've done before for the Circle Back initiative, which is a nonprofit that I volunteer for, which is free for employers. And it's all about a commitment to get back to candidates.

And if you're ever wondering, oh, we have a large amount of candidates, how can we do that? There's totally best practices and tools and ways now you can automate that. an automating message, just being really thinking about what that message is and making sure it's not too much, not too little. But there's ways that you can automate it as well. And so check out the Circle Back initiative if you're interested as an employer for getting that certification because it's a good thing for job seekers to know that you actually get back to all candidates. An ATS system should be, even the old cruddy ones, because I've used those, should have a thanks but no thanks email that goes out once you disposition the candidate.

So, you know, you can go the extra mile to personalize those. I've seen some recently, though, on the Internet of the company not even, like, they don't even put, they say, dear candidate name. Oh, my God. You know, thanks, but no thanks. For this position, position title. Like, it's not even, I'm like, y'all couldn't even go on the little bit extra mile and make sure that you were dropping in the fields. Humanize the process a tad. Oh, gosh.

Well, information is power. Hopefully, you know, just having a little peek behind the HR curtain there can help quell some concerns or fears. We're not saying that this doesn't happen. We're saying it, we're sure it does happen because we believe anything can happen in the workplace. We've seen just about everything. We're just saying it's probably not common and not as common as the social will have us believe. Crescent. Or is it croissant? No matter how you say it. Start your day with freshly cracked, scrambled eggs loaded on a buttery, flaky croissant. Try it with maple brown butter today at Timms, at participating restaurants in Canada for limited time. Summer's here, and you can now get almost anything you need for your sunny days, delivered with Uber Eats. What do we mean by almost?

Well, you can't get a well-groom lawn delivered, but you can get a chicken parmesan delivered. A cabana? That's a no, but a banana, that's a yes. A nice tan, sorry, nope. But a box fan, happily yes. A day of sunshine? No. A box of fine wines? Yes. Uber Eats can definitely get you that. Get almost, almost anything delivered with Uber Eats. Order now. Alcohol and select markets. Product availability may vary by Regency App for details. Questions and comments, y'all. What do you got? Any questions or comments? I'll ask this, because talking about this makes me think of the movie Ghost, which I just loved. Love it. Patrick. What's like a movie from like years ago that you've rewatched? recently. You're your go-to. That's like your mental palate cleanser, let's say. Spice World. No way. I can love that movie. Spice World.

I've never seen it. Me neither. Oh, my God, y'all. Okay, first of all, I had to find it. It's not streaming anywhere. So I had to buy it on DVD. Oh, my God. And then I had to buy a DVD player. So all around, I was out about $20, $30. But guess what, totally worth it. Huh. Okay. Lee? I have lots of palate cleansers. But if we're talking about like old school cult movies, dirty dancing. Oh, yes. Oh, God. Labyrinth with David Bowie's junk. Like, it was really out there. It was profound. Drilled down on that one, y'all.

Not like that, I'm just saying. Investigate. Remember that, though? Oh, my God. What he was doing with those balls in his hand at the ball. Oh, my God. It's, may he rest in peace. Great soundtrack. What about you, Ashley? Is Ghost the pallet cleanser? No, I wouldn't say so. I'd go for Best in Show. Oh, yes.

God loves a Terrier. God loves a Terrier. Parker Posey. Like, if you liked the White Lotus and you miss a little Parker Posey, watch Best in Show. It's, I love all of those. Best in Show, waiting for Guffman, a Mighty Wind, all of, all of the, like, Christopher guest, Eugene, leaving movies, love them. Oh, I love that. Well, just a quick comment, maybe even a question from me.

Have you all heard about this dating concept, this new thing called ghost lighting? No. I just read about it today. It's basically where somebody that you are dating casually ghosts you, but then comes back and acts like they never ghosted you. And so employers ghost light, too, when you think about it. Yeah. Ghost lighting is so a part of it. the process, right? Like all of a sudden, six months later, following up, and it's time for your

third interview. Wait, what? Like, I've already got a job and lost it since then. I mean, what, you know? But ghost lighting. I saw that today to stay on the spooky theme. Like, isn't that interesting? Totally happens. People are such assholes. As if nothing happened. You're still interested in us. We know. We're just going to assume and proceed accordingly. Yes. Uh-huh. So we should bring that into the vernacular. Yeah, now that, like, it is very, like, dating and job, like, you're applying. Mm-hmm. Mm-hmm.

It works for work, too. I hate it, though. What do you got, Jamie? Question or comment. Well, you know, I was just going to say, mostly for people that are currently struggling with jobs, whether they're ghost jobs or real jobs or not hearing back, you know, I'm there with you. But it's okay. We got this. said this recently in an episode, but don't get on social media and believe everything you hear.

And, you know, go to trusted sources and do your own research because, like I said, not everyone on the internet actually does have the background and knowledge like your besties. Shameless plug. Oh, gosh. Don't worry. We'll never go slight to your asses. We're here. good luck with the job search besties Hi, I'm Tamson Fidel, journalist and author of how to menopause and host of the Tamson Show, a weekly podcast with your roadmap to midlife and beyond. We cover it all from dating to divorce, aging to ADHD, sleep to sex, brain health to body fat,

and even how perimenopause can affect your relationships. And trust me, it can. Each week I sit down with doctors, experts, and leaders in longevity for unfiltered conversations, pack with advice on everything from hormones to happiness. And of course, how to stay sane during what can be, well, let's face it, a pretty chaotic chapter of life. Think of us as your midlife survival guide. New episodes released every Wednesday.

Listen now on Apple, Spotify, or wherever you get your podcasts. Thank you. Thank you.