1Why recruiters use delay language
Recruiters are often in an impossible position between candidates and hiring managers: the hiring manager is still deciding, internal approvals are pending, or another final-round candidate is still in process. The recruiter can't share any of this. So they use language that is technically true, minimally informative, and designed to keep you interested without committing.
Most delay language isn't deceptive — it's process management. Understanding what's typically happening behind it helps you calibrate whether to wait, apply pressure, or move on.
2The common delay phrases decoded
Delay Language — What's Actually Happening
"We're still interviewing other candidates"
- The most common phrase. Usually true — there are other finalists in process. You haven't been rejected, but you haven't been selected either. The process is still live.
- What to do: confirm the timeline. "When do you expect to have a decision?" pins them to a specific date and signals that you have other timelines to manage. Appropriate follow-up if you haven't heard by their stated date.
"We'll be in touch soon"
- "Soon" is undefined. This phrase is used as a closing at every interview, including ones where the candidate isn't advancing. It signals nothing about the outcome — only that the conversation is ending.
- This phrase without a specific timeline attached means: you have no decision information. Follow up after 5 business days if you haven't heard. Don't interpret the word "soon" as a positive signal.
"We're waiting on internal approvals"
- Usually a genuine process bottleneck. Offer approval often requires sign-off from finance, HR, and the hiring manager's manager. This is one of the slowest stages of a hiring process and is frequently outside the recruiter's control.
- Positive signal: they're waiting on approvals, not still deciding between candidates. You're likely in the finalist or offer stage. The wait is bureaucratic, not competitive.
"We need a little more time"
- Vague but sometimes precedes a difficult decision. Could mean: the hiring manager is deciding between two finalists, an internal candidate is being evaluated, or the role scope has changed and they're re-evaluating requirements.
- Follow up with a specific question: "I want to make sure I'm giving you the information you need. Is there anything that would be helpful to know from my side before you make the decision?" This often surfaces the real blocker.
"We're on hold due to internal restructuring" or "budget changes"
- The role is paused. This is usually honest — budget freezes, reorgs, and leadership changes genuinely pause hiring processes. You haven't been rejected, but the process is not active.
- Ask directly: "Is there a timeline for when the hold might lift?" If no specific timeline, mark it as paused in your tracker and redirect your energy. Revisit in 90 days.
3How to respond to delay language
The right response to any delay phrase: ask for a specific timeline. Not aggressively — professionally. "When do you expect to have a decision? I want to make sure I can align my timeline with yours." This puts a date on the table and signals that you're managing other processes.
If you have a competing offer: share it. "I've received an offer from another company and need to make a decision by [date]. I'm still very interested in this role — is there any flexibility in your timeline?" This is legitimate, honest, and frequently accelerates processes that have stalled.
Written by
Jesse Johnson
Founder, ShouldApply
Founder of ShouldApply. I write about job search strategy, hiring, and how to spend your time on opportunities that actually fit. Full bio →
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Frequently Asked Questions
Occasionally — some recruiters use it to soften a de facto rejection while keeping their options open. Signals that suggest this interpretation: it comes after a final round with no follow-up for 2+ weeks, the timeline they gave you has passed with no update, or the response comes from HR rather than the hiring manager.
Yes, if they're real. Sharing a real offer with a real deadline is professional and often genuinely useful to the recruiting team — it gives them a concrete reason to escalate internally. Don't fabricate a competing offer. If it comes up later, the damage to the relationship is significant.
One business day past the date they gave you. If they said "decision by Friday" and you haven't heard by Monday morning, a brief follow-up is entirely appropriate: "Following up on our conversation — I wanted to check on the status of the decision." Don't wait a week.
Two weeks past the stated decision date with no response to two professional follow-ups is the threshold. At that point, you have no actionable information and continuing to wait is a cost. Keep the company in your tracker, move on with your search, and treat any future response as a pleasant surprise.
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