Hiring

Interview Follow-up Email Email Template

Follow up with candidates after an interview to share next steps or request additional information.

When to use this template

The interview has concluded and you need to update the candidate on the timeline for a decision, request additional materials, or inform them about the next round.

Example subject line

Following Up — Data Analyst Interview on March 18, Next Steps

Tips for writing this email

  • Thank the candidate for their time and mention something specific from the conversation to show genuine engagement.
  • Provide a clear timeline for when they can expect to hear back — for example, within 5 to 7 business days.
  • If additional materials are needed, such as references or a work sample, specify exactly what is required and by when.
  • Keep the tone warm and professional regardless of whether the candidate is likely to advance.

What to avoid

  • Do not leave candidates waiting indefinitely — if the decision is delayed, send a brief update rather than going silent.
  • Avoid making implied promises such as "we loved you" if a final decision has not been made.
  • Do not request information that was already provided during the application or interview.
  • Avoid generic copy-paste follow-ups that do not reference the specific interview or role.

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Frequently Asked Questions

How soon should I follow up with a candidate after an interview?

Send a follow-up within 24 to 48 hours after the interview. Even if a decision has not been made, a brief email thanking them and confirming the timeline shows professionalism.

What should an interview follow-up email include?

Thank the candidate for their time, reference something specific from the conversation, provide a clear timeline for next steps, and mention any additional materials you need from them.

Is it okay to tell a candidate they are a strong contender before a final decision?

Avoid implied promises. Instead, say the team was impressed and outline the remaining steps. Premature encouragement can create legal and reputational risks if you ultimately choose another candidate.

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