The status of “under review” in a job application tracker often generates significant uncertainty for candidates navigating the modern hiring landscape. This waiting period, occurring after the initial submission, can feel opaque, leaving applicants to wonder if their materials are being considered. Understanding the mechanics behind this designation is important for managing expectations and reducing the anxiety associated with the hiring cycle. This article demystifies the process, providing clarity on what happens when an application is under review and outlining realistic timelines for subsequent stages.
What “Under Review” Actually Means
The designation “under review” marks a significant transition point in the application process, indicating the application has successfully cleared the automated screening phase. Most companies utilize an Applicant Tracking System (ATS) to filter submissions based on keywords and minimum qualifications. Achieving this status means the system has deemed the candidate a potential match, and the file moves from the digital queue of the ATS to a human evaluator, signifying the start of a personalized assessment.
The application is now being viewed by a member of the hiring team, such as a recruiter, a Human Resources specialist, or the hiring manager. This human evaluation involves a careful reading of the resume and cover letter to assess qualifications, experience, and overall fit for the role beyond keyword matching. The application is actively considered against the specific needs of the open position and the profiles of other applicants in the pool before a decision is made on advancing the candidate.
Key Factors That Determine the Duration
Several internal organizational variables influence how long an application remains “under review.” One primary factor is the sheer volume of applications received. A popular opening can generate hundreds or even thousands of applications, demanding considerable time for reviewers to sort through each one individually. The time required for a thorough review scales directly with the size of the applicant pool.
The seniority level of the open role also plays a substantial part in determining the duration. Entry-level or high-volume positions often have a standardized screening process managed by a single recruiter or HR representative. Conversely, highly specialized or senior executive roles require more decision-makers and multiple rounds of internal consultation. Securing time on the calendars of several senior leaders to review candidates naturally extends the timeline.
Whether the position is considered urgent or an evergreen opening also influences the speed of the evaluation. An urgent opening, created due to an unexpected departure or sudden business need, typically moves through the review process much faster as the internal team prioritizes filling the vacancy. In contrast, an evergreen position—one where the company accepts applications on an ongoing basis without an immediate hiring need—may remain under review for longer periods as the company builds a talent pipeline.
Internal meeting schedules of the hiring team can also create intermittent delays. The recruiter might need to wait for a weekly or bi-weekly meeting with the hiring manager to formally present the short-list of candidates.
Realistic Timeline Expectations
The duration of the “under review” phase is not static and often correlates with the complexity and level of the job. For entry-level positions, high-volume roles, or jobs in fast-paced industries like retail or customer service, the review period often concludes within a one to two-week window. These roles typically have standardized requirements, allowing for quicker assessments and rapid movement through the initial screening phase.
Specialized roles, mid-level management positions, and highly technical jobs typically require a more extended evaluation period, often lasting between two and four weeks. The additional time is spent ensuring the candidate’s specific skill set matches the nuanced demands of the role and that compensation expectations align with the department’s budget.
Executive or senior leadership positions frequently demand the longest review timelines, which can span four to six weeks, or even longer. This extended duration is due to the necessity of involving multiple department heads and executive stakeholders in the initial screening decision.
A period of silence during this waiting phase does not necessarily signify a negative outcome. Reviewers may be deliberately holding applications while they wait for all submissions to close or for internal decision-makers to become available. These timelines represent common averages, and a longer duration often reflects a more deliberate and careful internal selection process rather than an imminent rejection.
Common Status Changes That Follow
Once the human review is complete, the status in the candidate portal typically updates to reflect the next step. One favorable change is “Screening Call” or “Interview Scheduled,” indicating the recruiter has decided to move the applicant forward. This means the initial assessment of the resume and qualifications was positive, and the company is interested in a direct conversation to evaluate soft skills and cultural fit.
Another common status update is “Hiring Manager Review,” which signifies that the recruiter has successfully vetted the application and passed the file to the department manager. This step is a positive sign, as it means the candidate is part of a select group the manager will personally assess before making final interview selections. The duration of this second review can vary depending on the manager’s schedule and workload.
Not all status changes are positive; the application may eventually update to “Application Not Selected” or “Position Filled.” This means the company has concluded the recruiting process for that specific role and decided not to move forward with the candidate. Even with a negative update, companies may sometimes hold the application in a “Talent Pool” status, suggesting they might consider the individual for other similar roles in the future.
What You Should Do While Waiting
The period during which an application remains “under review” is an opportune time for candidates to shift focus from submission to preparation. Conducting deeper research into the company’s recent activities, such as new product launches, financial performance, or community engagement, can be highly beneficial. Understanding the company’s current strategic direction allows the candidate to tailor future interview responses to align with organizational goals.
Candidates should also begin preparing for a potential interview by anticipating common questions and practicing clear, concise responses using the STAR method (Situation, Task, Action, Result). Developing specific professional anecdotes that showcase problem-solving skills and past accomplishments relevant to the job description ensures readiness if the status changes to “Interview Scheduled.” This proactive preparation helps mitigate the stress of a last-minute interview request and ensures a polished delivery.
Proper etiquette dictates that a candidate may send a polite, professional follow-up email to the recruiter or HR contact if the application remains under review beyond the expected timeline, typically after two to three weeks. This message should be brief, reaffirming interest in the position and asking for a general update on the timeline. Crucially, candidates should not halt their job search; instead, they should continue to actively apply for other positions that match their qualifications. Maintaining momentum in the job search prevents passive waiting and ensures multiple opportunities progress simultaneously.