In 2025, the performance aftermarket and motorsports world is dealing with a hiring problem few saw coming: ghost jobs. Once a rare occurrence in this niche industry, fake or inactive job listings have now become commonplace at performance parts manufacturers, racing organizations, tuning shops, and media companies.
This trend is frustrating skilled workers—from fabricators and machinists to marketing managers and race engineers—who say they’re applying to roles that either don’t exist, aren’t being actively recruited for, or are left online months after budgets have been frozen.
Why Ghost Jobs Are Surging in the Performance Market
Across the high-performance and racing ecosystem, companies are posting listings for roles they don’t actually intend to fill—at least not yet. Here’s what’s driving it:
Unpredictable Demand After Pandemic Booms
After the massive COVID-era surge in performance parts sales, demand has stabilized—but unevenly.
Companies keep roles posted “just in case” demand spikes again, especially for:
- Engine builders
- CNC machinists
- Warehouse and logistics staff
- Product development engineers
Many of these roles are placeholders for “future growth” rather than active hiring.
Sponsorship and Marketing Teams Under Pressure
Motorsports programs and aftermarket brands often post marketing, social media, and content roles during race season to:
- Look larger and more active
- Signal strong sponsorship pipelines
- Impress partners and racers
But internally, those same teams are often operating under hiring freezes.
Shop Owners Keeping the Door Open
Tuners and race shops—especially in drifting, rally, and time attack—frequently post:
- Fabricator roles
- Tech/installer positions
- Dyno tuner openings
Yet these positions may be based on future builds or hypothetical contracts that haven’t been secured.
“One big customer can make or break a hire,” said one Southern California tuning shop owner. “So the listing stays up even when we’re not actively hiring.”
Motorsports Teams Building Talent Pipelines
Race teams (from grassroots to pro series) keep roles posted for:
- Race engineers
- Data technicians
- Pit crew mechanics
These are often “talent pool” listings—teams want a folder of candidates ready for when a sponsor signs or a driver changes programs.
The Human Impact on the Performance and Racing Workforce
Skilled labor in the performance sector is already tight. Machinists, welders, CAD designers, and product developers report:
- Applying to the same job multiple times with no response
- Interviews that lead nowhere because the role was “put on hold”
- Listings staying online for six months or more
- Roles reposted every quarter with no movement internally
Freelancers—especially content creators, photographers, and social media specialists—say the same thing: job posts disappear like smoke.
Ghost Jobs Are Distorting the Actual State of Hiring
When major aftermarket brands leave dozens of roles online, it creates a misleading picture of the industry:
- Looks like R&D is expanding
- Appears that motorsports programs are growing
- Suggests new product lines are being developed
- Makes teams seem better funded than they are
But behind the scenes, tight margins and shifting regulations (EPA, CARB, EV adaptation) have slowed hiring more than the listings suggest.
How Job Seekers in Performance & Motorsports Can Spot a Ghost Listing
Industry experts say to watch for these warning signs:
Red Flags
- A job has been posted for 90+ days with no updates
- The same position reappears every 3 months
- “Race program expanding” language with no team announcements
- Listings for future product lines not yet revealed
- Posts on LinkedIn or Indeed but not on the company’s website
- Vague responsibilities like “help with builds,” “support marketing,” or “flexible duties”
Best Move
Reach out directly to a shop manager, brand rep, or team owner.
The automotive/motorsports industry still runs heavily on personal relationships.
Where the Industry Goes From Here
As the performance aftermarket navigates supply-chain fluctuations, new EPA/CARB pressures, EV integration, and shifting consumer trends, ghost job postings are likely to continue unless:
- Companies adopt verified listings
- Job boards enforce expiration windows
- Brands become more transparent about hiring timelines
For now, the industry’s horsepower on paper isn’t matching the horsepower in reality.
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