The status “under consideration” is a common step in the hiring process, frequently appearing on company career portals and Applicant Tracking Systems (ATS). This designation represents a transition between submitting materials and engaging in an actual interview. Understanding this phase involves demystifying the internal mechanics of corporate recruitment and setting realistic expectations for the time and review steps involved. This knowledge helps job seekers manage anxiety and maintain a proactive approach while awaiting a decision.
Defining “Under Consideration”
The status “under consideration” signifies that an application has moved past initial administrative checks and entered the queue for human review. This is a step beyond the “Application Received” status, which merely confirms the submission was digitally logged by the company’s system. The change indicates the application is complete and eligible for evaluation by a recruiter or hiring team member.
The precise definition of this term varies significantly depending on the company size and the sophistication of its ATS. For some organizations, it means a recruiter has glanced at the profile and assigned it for deeper reading. In other systems, it implies the application has met minimum qualifications and keyword requirements set by ATS algorithms, earning a higher priority score. Regardless of the internal mechanism, the status confirms the application has survived the first, often automated, round of filtering and is now positioned for a qualitative assessment.
The Internal Review Process
Once an application is marked “under consideration,” it begins a multi-stage process involving both technology and human decision-makers. This phase starts with the Applicant Tracking System’s final automated screening, where the software scores the resume based on keyword relevance, experience length, and qualification alignment. The ATS generates a ranking, which guides the human recruiter, ensuring they focus their time on the highest-scoring candidates.
The initial human review is conducted by a recruiter or a member of the Human Resources team, focusing on minimum qualifications and logistical details. This screening involves a rapid scan to verify the ATS ranking and check for obvious red flags, such as major gaps in employment or a lack of required certifications. Recruiters aim to narrow the field quickly, often making a go/no-go decision based on a few seconds of review before presenting candidates to the hiring manager.
The application then moves to the hiring manager, who is the technical expert and future supervisor for the role. The manager reviews the curated shortlist from the recruiter for a deeper, technical assessment of skills and experience. This stage involves evaluating the candidate’s specific accomplishments and how well their background aligns with the team’s current needs and the role’s technical demands. The goal is to select candidates who meet the job requirements and demonstrate potential for success within the team’s culture and workflow.
This manager review often results in shortlisting, which represents the final pool from which interviews will be scheduled. Applications remaining “under consideration” during this time may be held as backups if the initial interviewees do not yield a suitable hire. The internal process involves constant communication and coordination between recruiting and the business unit, which can cause the status to persist for an extended period.
Understanding Typical Timelines
The duration an application remains “under consideration” is highly variable and depends on organizational and external factors. For many companies, the initial review process takes approximately one to two weeks after the job posting closes or the application is submitted. This range accounts for the time required for automated screening and the initial human review by a recruiter managing multiple open positions.
Company size significantly influences the timeline. Smaller businesses and startups often respond within one to three weeks due to fewer layers of bureaucracy and direct decision-maker access. In contrast, large corporations and government organizations can take four to eight weeks or longer, given the volume of applications and the need for multi-departmental coordination. Factors like the urgency of the role also play a part; a high-priority position may be fast-tracked, while a role focused on long-term planning may move more slowly.
Internal delays, such as a hiring manager’s vacation, company restructuring, or a sudden change in budget priorities, can also prolong the consideration phase. Job seekers should anticipate that contact for an interview will occur within two to four weeks of the initial application date, but patience is necessary, as the process is often subject to the unpredictable schedules of internal stakeholders.
Possible Outcomes of the Consideration Phase
The “under consideration” status is a temporary holding stage that precedes one of three main outcomes. The most favorable result is advancing to the interview stage, meaning the application has successfully passed the ATS screening, recruiter review, and the hiring manager’s technical assessment. This next step typically involves a phone screen or a formal interview invitation, signaling the company’s serious interest.
A second possible result is being placed on hold or waitlisted, a status that may not always be explicitly communicated. This occurs when the company has identified a small group of top candidates who are currently being interviewed, and the remaining qualified applications are kept in reserve. The company may revert to this waitlist if their first-choice candidates decline an offer or if the needs of the role evolve during the interview process.
The final outcome is receiving a rejection notification, which closes the application process for that specific role. While some companies send timely rejection emails, others may delay this notification until an offer has been accepted by the final candidate, or neglect to send one at all. The application status usually changes to “Not Selected,” “Closed,” or a similar final designation once the decision is finalized.
Proactive Steps While You Wait
Maintaining a productive mindset during the waiting period involves preparation and continued job searching. Prepare for a potential interview by researching the company and the specific team, anticipating questions related to the role’s technical aspects and recent projects. Reviewing the original job description and practicing responses that highlight relevant accomplishments ensures readiness if a call arrives unexpectedly.
Sending a polite follow-up email can be beneficial, provided the timing is appropriate. Waiting one to two weeks after the stated expected contact window, or two weeks after the application if no timeline was given, is considered professional. The message should be brief, reiterate sincere interest in the role, and politely inquire about the expected timeline for the next phase of review.
It is important to continue the job search actively rather than focusing solely on the pending application. Successful job seekers treat the “under consideration” status as a positive sign of momentum but avoid putting all expectations into a single opportunity. Continuing to apply for other positions and networking ensures the job search does not stagnate, managing the risk that the current application may not progress.