You’ve just completed your interviews - maybe it was the first round, or the last interview of the process. It’s been a week, and then two, but still no word on the results.
If you’re in this position, you’re not alone. Many candidates experience periods of silence during the recruiting process, and while it can be frustrating, it is not always a negative signal. In this article I talk about what might be happening behind the scenes - and how you should respond.
Most firms’ recruiting teams typically aim to respond within 1 to 2 weeks following your interview. They ideally want to maintain a professional experience for all candidates, and also ensure that their processes are well monitored and tracked.
While each firm operates differently, two weeks is generally a reasonable threshold before following up.
➡️ Interviewer Feedback Has Not Yet Been Submitted
Your interviewers – who are Managers, Principals and Partners – often have demanding schedules. While they are committed to the recruiting process, client priorities and internal responsibilities may delay their submission of evaluations. Just put yourselves in the shoes of your interviewer, imagine if there is a ‘fire’ on the project and the client and partner are breathing down your neck, in a difficult situation like this, filing up feedback forms would probably be the least of your concerns.
➡️ Recruiting Team Operational Bottlenecks
Recruiting teams are responsible for managing multiple processes simultaneously, and delays may occur due to:
Even at well-run firms, internal process constraints (such as software inefficiencies) can lead to slower-than-expected communication.
➡️ You May Be on “Hold” or a Waitlist
It is common for candidates to be placed on informal hold if:
This does not mean you are rejected – but it does mean your outcome may depend on decisions made elsewhere in the process.
➡️In Some Cases, Firms May Not Respond at All
While not ideal, it is important to realize that sometimes, some offices or firms may not follow up with unsuccessful candidates, especially if they do not have an automated or formal recruiting infrastructure. Unfortunately, this kind of “ghosting” does occur – even at the top firms.
1. Follow Up After Two Weeks
If you have not received a response after approximately two weeks, it is entirely appropriate to send a polite follow-up email to the recruiter.
2. Leverage Internal Connections
If you have contacts within the firm – such as a referrer, or a personal friend/acquaintance – they may be able to help follow up in-person with recruiting and this is often the most effective, based on my own experience
3. Communicate Competing Offer Timelines
If you are holding another offer with an upcoming deadline, it is perfectly acceptable to inform the recruiter tactfully. Doing this could help to accelerate the process, especially if you have had a strong interview performance
Even if the waiting period feels frustrating, it’s important to stay calm and professional. During this phase, it’s best to avoid the following:
Silence, while frustrating, often reflects process limitations more than anything personal.
The reality is that at the end of the day, many of these things are beyond your control and you will never really know the real reason behind the delays. What you can control is your mindset and approach, and the best way to manage uncertainty is to keep moving. Breaking into consulting is difficult, and not many achieve it. Continue networking, applying, and consider applying for other firms.
Benjamin has >8 years of consulting experience, starting off at Kearney SEA and he joined BCG as an experienced hire, where left as a Principal. At BCG, Benjamin was fast promoted twice (Consultant to PL; PL to Principal) and was also selected to be a CEO Ambassador (internal secondment). Benjamin has a wealth of case experience across multiple functions (Strategy, Operations, Transformation, Due diligence) and industries (PE, TMT, Public Sector, Consumer, Tech). While focused on SEA, Benjamin has also done cases in the Middle East, North Asia as well as South Asia.
At BCG, Benjamin had ~5 years of experience as an interviewer. Having come from a non-traditional background himself, Benjamin can offer practical tips for experienced hires and non-traditional candidates.
Benjamin graduated with a B.A. (First Class Honours) in History from the National University of Singapore.
