Understanding the Federal Hiring Timeline

The following post takes a closer look at Understanding the Federal Hiring Timeline.

How fast is the federal hiring process? Unlike the private sector (where hiring decisions often happen quickly), federal hiring takes more time due to its complexity and bureaucratic requirements.

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From the minute your application is submitted – to receiving your final job offer (FTO) – there are numerous steps in the federal hiring process. Familiarizing with these steps will help you stay ahead of the curve.

Here’s what you need to know.

Old Hiring Timeline (pre-2025)

For years and years, the federal hiring process was notoriously slow and methodical. A burden of bureaucracy created delays at nearly every step of the federal hiring process.

Beyond the many layers built into the process, lengthy security clearances, duplicate job postings, siloed decision-making, and excessive paperwork all compounded the timeline and frustrated job applicants.

Below is a screenshot of a Reddit forum discussion documenting the old hiring timeline.

Pictured: Screenshot of Reddit discussion from a federal employee.

Old Hiring Timeline (Step-by-Step)

Under the old timeline, from the moment your application was submitted, the process of evaluation, interviewing, and onboarding could take upwards of 3 to 6 months (depending on multiple factors).

The process began with submitting your application and waiting for the job announcement to close. Qualified candidates were then referred to the hiring manager. If selected for an interview, the process moved to tentative offers, background checks, and suitability investigations.

Here’s a closer look at the old federal hiring timeline.

Application and Initial Review

• Application Submitted: This step represents the submission of your application through USAJOBS or the appropriate federal portal.
• Application Closed (0 to 2 weeks): The closing date marks the end of the application period. After this, HR reviews submissions for basic eligibility and qualifications (which can take up to 2 weeks).

Competitive Assessment

• Referred to Hiring Manager (2 to 4 weeks after closing): If your application passes the initial screening, it’s sent to the hiring manager which indicates you’re a competitive candidate. You will be notified that you’ve been referred for further review and potential interview.
• Interview Conducted (1 to 3 weeks after referral): This step involves meeting with a panel or individual interviewers to assess your qualifications for the role. The focus is on determining how well your skills and experience align with the job’s requirements.

Selection and Conditional Offer

• Notice of Selection (1 to 2 weeks after interview): This step represents being notified that you’ve been chosen for the role (pending further steps like suitability and security clearances).
• Tentative Job Offer (TJO) (1 to 2 weeks after selection): The TJO outlines the position details (pay, location, start date) and is contingent on successful completion of pre-employment requirements.

Background and Suitability

• Fingerprint Appointment (1 to 2 weeks after TJO): This step involves submitting your fingerprints at a designated location to begin the identity verification and criminal history check process.
• SF-85 (Background Check Form) Completed (2 to 3 days after fingerprinting): The SF-85 form collects detailed information about your personal history, employment, and financial background (for evaluating your trustworthiness and eligibility).
• Suitability Investigation Approved (SID) (1 to 2 weeks after form submission): Following the submission of the SF-85, the agency conducts a more in-depth review of your background (SID) examining your criminal history, financial standing, and other factors.

Final Approvals

• Recruitment Package Sent for Approval (1 to 2 weeks after SID approval): HR finalizes your recruitment package and submits it for agency-level approval.
• Notice of Disposition Email Received (1 to 2 weeks after recruitment package approval): This email confirms your status and provides additional instructions (including details about the next steps).

Onboarding and Finalization

• EOD Coordination Email (1 to 2 weeks after disposition notice): This step involves coordinating with HR to finalize the logistics for your first day on the job. You’ll receive an email outlining key details (paperwork, reporting instructions, orientation schedule, etc).
• Final Job Offer (FJO) (1 to 2 weeks after coordination email): FJO is the official confirmation that you’ve successfully completed all pre-employment steps and are formally hired for the position. The FJO outlines the terms of employment (start date, pay grade, etc).
• Entry on Duty (EOD) (2 to 4 weeks after FJO): EOD marks your official first day at the agency. At this point, you’ll begin the onboarding process which includes completing any final paperwork, attending orientation sessions, etc.

Additional Considerations

• Veterans’ Preference Review: If you’re a veteran, your eligibility for veterans’ preference may need to be evaluated before referrals or job offers are extended.
• Drug Testing: Certain federal positions require drug testing (after the TJO).
• Security Clearance: The security clearance process involves more extensive background checks and investigations for positions requiring a higher level of security clearance (can extend the timeline).
• Medical Examinations: For some federal jobs, you may be required to undergo a medical evaluation to ensure you meet the physical health standards for the position.

New Hiring Timeline (2025 to Present)

As a result of the new ‘Merit Hiring Plan’ announced in 2025, the federal government has reduced time-to-hire to 80 days by streamlining and modernizing its hiring and vetting processes.

Under the new hiring timeline, many of the same steps still apply. However, agencies are now expected to move faster, reduce redundancy, and cut through unnecessary red tape.

Rather than eliminating key components like background checks or personnel vetting, the focus is on streamlining how and when these steps happen.

Processes that once dragged on for weeks are now subject to tighter deadlines and greater accountability.

Federal Hiring is Still Slow

While the newly announced 80-day target is a commendable goal, the harsh reality is that federal hiring continues to be slower than typical private-sector timelines.

In contrast, private employers often move much more quickly, completing candidate screening, evaluation, and offer decisions in a matter of days or weeks (rather than months).

Additionally, the 80-day timeframe is aspirational rather than guaranteed. Even with optimized processes, agencies must still work through multiple layers of review, approvals, and clearances. Steps like background checks, security vetting, and regulatory compliance remain essential and cannot be bypassed.

When applying to federal jobs, it’s important to anticipate a longer timeline, factoring in all the various steps and planning your schedule and expectations accordingly.

In Conclusion

In conclusion, I hope this article helps you with understanding the federal hiring timeline. While it can certainly be a cumbersome process, familiarizing with each step will improve your chances of navigating it.

If you need help navigating the federal job search process or building your two-page Federal Resume, my team and I are here to support you. Please use the Contact Us or Submit Your Resume for a risk-free evaluation. We look forward to hearing from you!