Submitting a job application often leads to a frustrating period of uncertainty while waiting for a response. Seeing the status change to “Under Review” can feel like progress, but the prolonged silence that follows leaves applicants wondering about the internal process. This article clarifies the corporate machinery behind the hiring process to demystify the “under review” status. Understanding the steps involved and the common causes of delay helps job seekers manage expectations and maintain momentum during the search.
What Does “Under Review” Actually Mean?
The “Under Review” status signals that the application has successfully passed the initial technological screening phase. Most companies utilize an Applicant Tracking System (ATS) to automatically filter submissions based on keyword matches and required qualifications. This status indicates the application has been deemed viable by the software and is now in a holding queue, awaiting the attention of a human recruiter or a member of the Human Resources team. This generic system label does not convey whether the application is currently being actively read or if it is merely queued for a later date.
The status simply confirms that the company has received the materials and that they are in the official process of being evaluated. This label offers no insight into the quality of the application or the likelihood of moving forward. The application may be in a folder with hundreds of others, waiting for a recruiter to begin a rapid, human-eye scan of the top-ranked profiles.
Common Reasons for Application Delays
Extended waiting periods are often caused by the sheer volume of submissions received for attractive openings. Highly sought-after positions can easily draw hundreds of applicants, overwhelming the recruiting staff’s capacity to review each profile efficiently. The number of applications received directly impacts the time required for a human to conduct the initial screen and compile a shortlist.
Internal bottlenecks frequently slow down the process because a key decision-maker is temporarily unavailable. The hiring manager conducting the second-level review may be traveling or managing a heavy workload, halting the review until their return. Furthermore, internal priorities can shift, sometimes leading to a temporary budget freeze or a change in required qualifications. Some organizations also practice cohort hiring, waiting to collect a specific number of qualified candidates before moving everyone forward simultaneously.
Navigating the Stages of Application Review
Once an application moves past the automated filter, it begins several distinct human review stages. The first is typically the Recruiter Screening, where a recruiter or HR generalist performs a rapid review of the resume and cover letter. This individual primarily assesses for basic cultural fit and ensures the profile aligns with the parameters set by the hiring manager.
The application then progresses to the Hiring Manager Review, which is a deeper, more technical evaluation. This manager is the direct supervisor for the role and focuses on specific technical skills, past project success, and the candidate’s ability to perform the day-to-day duties of the job. The hiring manager holds the ultimate decision-making authority for who moves forward to the interview stage.
In some organizations, particularly for senior or specialized roles, a final Stakeholder or Team Review is necessary. This involves input from potential teammates, department heads, or cross-functional partners who assess the candidate’s collaborative potential and impact on the broader team. Coordinating the schedules of all these internal reviewers is a major reason why the status often remains static for extended periods.
Setting Realistic Timeline Expectations
The duration of the “Under Review” phase is highly variable, but establishing a general benchmark helps manage impatience. For many companies, receiving an initial response or invitation for a phone screen within two to four weeks of the submission date is a common timeframe. If a job posting explicitly provided an estimated hiring timeline, that information should be considered the most reliable guide for expectations.
The size of the hiring organization plays a significant role in the speed of the process. Smaller companies and startups often have leaner hiring teams and fewer bureaucratic layers, allowing them to move through the review stages more quickly. Conversely, large corporations or government entities typically have extensive internal protocols, multi-layered approval chains, and rigid policies that extend the time it takes to staff an open position. A full hiring cycle, from posting to an accepted offer, can range from three to six weeks, with some industry averages stretching even longer.
Strategies While Waiting for a Decision
The waiting period is best viewed as an opportunity to maintain professional momentum rather than a passive pause in the job search. It is advisable to continue submitting applications for other roles, rather than placing all hope on a single opportunity. Actively pursuing multiple opportunities simultaneously is a practical way to manage stress and avoid professional stagnation.
Applicants should use this time to prepare for a potential interview by conducting in-depth research on the company’s recent projects, financial news, and mission statement. Practicing answers to common behavioral questions, often using the STAR method, ensures readiness should the call come unexpectedly. If a professional connection exists, discreetly networking with current employees can provide valuable insight into the company culture and the specific team.
Best Practices for Following Up
Contacting the company should be done strategically and with professionalism to reinforce interest without creating annoyance. The general rule is to wait until the realistic timeline for a response has passed, typically one to two weeks after the application if no other timeframe was given. If the company indicated a longer expected review period, the follow-up should be timed after that window closes.
The communication should take the form of a brief, professional email, preferably directed to the recruiter or the hiring manager if their contact information is known. The message should politely inquire about the status of the application and briefly reiterate enthusiasm for the position and the company. Maintaining a succinct and upbeat tone is important, and the follow-up can be used to mention any recent accomplishments that strengthen the candidacy.