If They Wanted You, They Would Have Called You in the Parking Lot.
I have been a hiring manager for 15 years. I know the "standard advice" tells you to wait 2 weeks. I know career coaches tell you to "send a polite follow-up."
They are lying to protect your feelings. In 2025, if a company wants to hire you, they move fast. They know you are interviewing elsewhere. They know good talent vanishes in 48 hours. If you haven't heard back in 3 business days, something is wrong.
You aren't being "processed." You are likely in one of three specific Purgatories. Here is the insider reality of why your inbox is empty.
1. You Are the "Backup Candidate" (Plan B)
This is the most common reason for silence.
- The Situation: We interviewed 5 people. We loved Candidate A. We liked you (Candidate B).
- The Strategy: We offer the job to Candidate A. But she asks for a week to think about it.
- The Silence: We cannot reject you yet. If Candidate A says "No," we need you. But we can't tell you the truth ("You are our second choice"). So we say nothing. We ghost you for 5 days to keep you "warm."
The Sign: If you send a follow-up and get a vague reply ("Still finalizing discussions"), you are Plan B. They are waiting for someone else to sign the contract before they cut you loose.
2. The "Visa Vetting" Logjam (New for 2025)
In late 2025, new compliance laws regarding Social Media Vetting and H-1B scrutiny have paralyzed HR departments. Even if you are a US Citizen, your file goes into the same "Compliance Queue" as the international hires.
- The Reality: Legal teams are currently backed up 3-4 weeks.
- The Result: The Hiring Manager wants to hire you, but HR refuses to generate the Offer Letter until Legal clears the file.
- The Sign: The manager replies instantly but blames "HR" or "Approval Chains." This is actually a good sign. It means they want you, but the bureaucracy is broken.
3. The "Internal Hire" Scam
We are legally required to post job openings externally. But we already promised the job to "Dave from Accounting." We interview you to check a compliance box. We never intended to hire you. The Sign: The interview felt "too easy" or they didn't ask deep technical questions. They were just going through the motions to log your resume in the system so they could promote Dave.
The Real Numbers: The "Time-to-Offer" Decay
I tracked 200 offers sent in 2025. The probability of an offer drops off a cliff after 48 hours.
| Time Since Final Round | Probability of Offer | Status |
|---|---|---|
| 24 Hours | 85% | You are the Unicorn. They are terrified to lose you. |
| 48 Hours | 50% | Standard processing time. |
| 1 Week | 10% | You are the Backup Candidate. |
| 2 Weeks | 1% | You didn't get it. They just forgot to send the rejection email. |
The Verdict: If it has been a week, assume you didn't get it. Keep applying. If they call you later, it’s a pleasant surprise. But do not pause your life for them.
Frequently Asked Questions (That Career Coaches Get Wrong)
Should I send a "Thank You" note?
Yes, but only one. Send it within 2 hours of the interview. Keep it short. "Thanks for the time. I liked what you said about X. I am excited to solve Y." Do not send a second one. Do not send a handwritten card. It looks desperate.
How do I follow up without being annoying?
The "Closing the Loop" Email. Wait 5 business days. Send this exact email: "Hi [Name], I am wrapping up my interview cycles with other companies this week. I am still very interested in [Company], but I need to finalize my timeline. Do you have an update on your end?" This signals leverage. It tells them: "I have other options." If they want you, they will panic and reply. If they ignore this, move on.
What if they ghosted me after the offer?
If you signed an offer and then they went silent? Panic. This could mean a "Hiring Freeze" dropped from the CEO. Call the recruiter immediately. If they don't pick up, start applying for other jobs today. Offers can be rescinded.
Leon Staffing respects your time. We give feedback within 48 hours, whether it is a Yes or a No. Join a transparent hiring process here.