Job seekers often encounter confusing terminology when tracking applications through Applicant Tracking Systems (ATS). The status “Offered” signals a dramatic shift in the hiring cycle, confirming the organization has selected the candidate. Understanding this designation is important for navigating the final stages of securing a new role. This article clarifies what the “Offered” status means and outlines the subsequent steps a candidate should take.
Understanding the “Offered” Status
The “Offered” designation in an Applicant Tracking System signifies that the hiring organization has successfully completed its internal selection process and has made a definitive decision to employ the candidate. This status confirms they were the top choice after interviews, assessments, and internal reviews were finalized. The company has either already contacted the candidate to extend the offer verbally or is preparing to send the formal offer documentation immediately.
This status update indicates the end of the competitive evaluation phase, moving the interaction from an applicant-driven process to a transactional one. The internal mechanism for selecting a preferred candidate has been executed, and managerial approvals have been secured to allocate the position’s resources, including salary and benefits. It represents a significant commitment from the employer, signaling they have moved past considering other potential applicants for the position.
The Difference Between Verbal and Written Offers
The ATS status often changes to “Offered” shortly after a hiring manager provides a verbal offer over the phone. While this confirmation is a strong indicator of intent, it is generally not considered legally binding like a written document. A verbal offer simply confirms the hiring decision and outlines general terms of employment, such as the title and basic compensation range.
The written offer, often referred to as the official offer letter, is the document containing all the finalized employment terms. This formal letter details the specific compensation structure, including base salary and any potential bonuses, the full benefits package, the official start date, and the reporting structure. Candidates should wait for and thoroughly review this written documentation before resigning from a current position or taking any other major action.
Immediate Next Steps After Receiving an Offer
Upon receiving the written offer, the candidate’s primary immediate action is to conduct a thorough review of every detail presented in the letter. Candidates should compare the written terms against any previously discussed expectations to ensure accuracy regarding role responsibilities, title, and total compensation figures. This review period is also the appropriate time to consult with professional advisors or trusted mentors to gain perspective on the full package value.
Following the initial review, candidates should consider their negotiation strategy, even if they are generally satisfied with the terms as presented. Negotiation can center on various elements, such as adjusting the starting salary, requesting a signing bonus, or modifying the start date for a proper transition. A thoughtful, data-backed counteroffer should be presented professionally and promptly, typically within 24 hours of deciding to negotiate.
Employers typically provide a short window for a formal response, often requesting an acceptance or decline within 24 to 72 hours. Candidates must communicate their decision—whether it is a formal acceptance, a counteroffer, or a respectful decline—within this timeframe to maintain professional courtesy and secure the position.
Common Offer Contingencies
Even with the status marked “Offered” and the candidate accepting the terms, the finalization of the employment contract is frequently dependent on several conditions being satisfied. These conditions, known as contingencies, are standard procedural safeguards for the hiring company. The most common contingency involves the successful completion of a comprehensive background check.
Background checks typically verify the candidate’s employment history, check for criminal records, and confirm the accuracy of information provided on the application and resume. Many companies also require a drug screening as part of the pre-employment process. Failure to pass either of these checks usually results in the offer being immediately rescinded, regardless of the prior acceptance.
Verification of educational credentials and professional licenses is another standard contingency, especially for roles requiring specific certifications or degrees. The offer letter will explicitly state that the employment is contingent upon these checks yielding satisfactory results, emphasizing that the “Offered” status is not a final guarantee until all conditions are met.
Decoding Similar Application Statuses
The “Offered” status differs from other common ATS terminology.
Conditional Offer
A “Conditional Offer” indicates the offer has been made but is explicitly subject to defined contingencies, such as a background check or medical exam.
Pending
The “Pending” status suggests the application is still awaiting a decision from the hiring manager or is in a holding pattern while other candidates are being interviewed.
In Review
“In Review” is an earlier status indicating the application is actively being assessed by a recruiter or hiring team.
Hired or Closed/Filled
The final status, typically “Hired” or “Closed/Filled,” is assigned once the candidate has accepted the offer, passed all contingencies, and officially started employment.