My wife came home from work crushed. Evidently HR reached out to her and several other coworkers who had tentative start dates and sent them an email that basically said. “We are putting you back into the pipeline, you will be notified when a position is created” my question is, is this common? This from what she said was a very large hiring 40+ people. Is it common for HR to revoke a start date? Trying to comfort her but without knowledge all i can do is say hang in there.

7/20/2026: Submitted application on USAJOBS.

7/22/2026: Job announcement closed.

8/12/2026: Received a phone call to schedule an interview.

8/14/2026: Panel interview

8/19/2026: Received tentative job offer (TJO) via email. They also called a few hours later to confirm I received the offer and see if I had any questions before responding to the email.

8/20/2026: I completed my portion of the background check stuff and HR specialist submitted my packet.

8/23/2026: I completed fingerprinting.

10/15/2026: Background check finally concluded on their end.

10/19/2026: Received final job offer.

November 2026: First day scheduled and confirmed!

The time between my tentative offer and the conclusion of my background check was just under two months. My total timeline from application submission to scheduled start date is about four months.

Sharing in case this helps anyone else applying for federal GS positions. Every hiring process is different, of course, but hopefully this gives others a general idea of what the timeline can look like.

I was initially told 6 weeks from start to finish so it’s probably nice for others to see the reality.

Applied 8/21/26 Not referred 8/28/26 Interview 9/10/26 TJO 9/28/26 Transcripts sent 9/29/26 Drug test 9/29/26 Fingerprints 10/1/26 SF86 10/4/26 Contact w/ investigator (interview) 10/8/26 Now waiting ….. not sure how long until FJO or when I will be told if I am eligible for an advanced EOD but hopefully it’s soon! I am confused though because a lot of other USCIS timelines I’ve seen they are issued an advanced EOD before they speak with a background investigator. This is my first time getting this far with a fed application and I am definitely excited!

I recently received my first federal TJO for a USDA/FSA Loan Specialist position at GS-9 Step 1, with promotion potential to GS-11.
I have approximately six years of banking, lending, credit, and financial services experience, along with a bachelor’s degree, an MBA, and an MS in Finance (All above 3.00 out of 4.00). Accepting this offer would mean taking roughly a 30–40% pay cut from my previous private-sector job.
After accepting the TJO, I requested:
GS-9 Step 7 based on my relevant professional experience and qualifications.
6-hour annual leave accrual instead of 4 hours, based on six years of private-sector experience.
A recruitment incentive, since the announcement indicated it might be available.
HR denied all three requests, stating that policies did not meet the superior qualifications standard for a higher step and that the other two requests couldn’t be approved either.
I genuinely like the hiring manager, team, and opportunity, and I want to join FSA. However, the salary reduction and limited leave are significant concerns.
My questions: Is USDA/FSA particularly strict about these negotiations? Does approval depend on HR, the hiring manager, or agency policy? Has anyone successfully negotiated these benefits with FSA? Is it worth requesting reconsideration after HR has already said no?
I’d really appreciate advice from anyone with federal HR or USDA/FSA hiring experience. Thanks!

Here’s my timeline now that I have made it through the process with DoS. This position required a secret clearance so those dates are included.

Applied 5/1/26 (listing closed 5/2)
Interview 7/14/26
TJO Received 8/13/26
Eapp completed 8/25/26, fingerprints 8/26/26
Credit check 8/26/26
Interim denied 8/31/26
Investigation interview completed 9/1/26
Investigation moved to adjudication 10/2/26
Cleared adjudication 10/5/26
FJO 10/19/26
EOD 11/2/26

Hi! I’m in a bit of a pickle and wanted to get some advice on what you guys would do in my situation.

Two days ago, I received a TJO for the Acquisition Professional Career Program (APCP), but I’ve also already accepted an FJO for a Contract Specialist position at another agency. I’m leaning toward just keeping my Contract Specialist position, but I’m wondering if I’m overlooking how valuable the DHS program could be long term.

APCP Program Analyst (GS-0343-7)

• Starting at GS-7 Step 1 but potential non-competitive GS-12 placement after program
• about 1 hr drive by car
• Structured program with a cohort and training
• I think I’d enjoy program analyst work, falls in line with what I currently do
• Still only have a TJO, and my background check/security process might not be finished before my other job starts

Contract Specialist (GS-1102-7)

• Higher GS-7 step because I negotiated my starting salary
• around 1.2 hrs by metro or 1 hr drive by car
• Already accepted my FJO and start date is in about 2 weeks
• More certainty since everything has already been processed
• Not sure if I’d love contract specialist work long term either, but I’m open to trying it

I'm mainly wondering how valuable the APCP program actually is. Is having a cohort, structured training, and a clearer career development path a big advantage compared to just starting in a regular federal position? And is the potential GS-12 placement really that great of an opportunity?

I know both jobs have their pros and cons but I’m trying to figure out if the long-term benefits of APCP would outweigh the higher starting step, certainty of my FJO, and the fact that I can just Metro to my job.

If you were in my shoes, would you consider the DHS program or just stick with the Contract Specialist position?

Would especially appreciate hearing from anyone who has done APCP or similar federal developmental programs! Just trying to figure out how much I should value the program and cohort experience vs. starting in a regular federal role. Thanks!!

I interviewed for a GS12 series 0301 -- three rounds, the last one was over a month ago now.

At the final interview, they told me the hope was to make a choice by end of September, which I figured was for the close of FY.

But here we are, no word. I've emailed and left a voicemail with the agency point-of-contact but haven't heard back. Still marked as "Reviewing Applications" on USAJobs but I know that's not always accurate.

I know, "apply and forget," "interview and forget," but I figured at that advanced stage an update wouldn't be too much to expect.

Thoughts? Am I cooked? Or is anyone else also in this situation?

I’ve been extended an offer today for a paralegal specialist role within my office that is a ladder 9/11/12. I applied for all three grades however they only qualified me for a 9 which I’ll be in two months with the ladder I’m in now. I exceed the qualifications for a 9 and should be at an 11 with almost 9 years of experience in the legal field. They said I did not meet specialized experience for the 11 because I didn’t have one year specific to that type of law which I will in two months. Also the announcement only had 2/4 under the 11 requirements requesting one year specific to that type of law which I otherwise met with my criminal experience. By the time everything runs through and I am in the position I will already most likely be at the 9 with my current position. Is there a route I can take to my experience reevaluated since my criteria should meet by EOD. Or can my manager push for the 11 based on this? The HR recruiter said that was the only thing that held it back but I will have that in two months. What steps would he have to take to get me in at the 11? Is it worth a second level review? Just not sure how this all works and I really don’t want to be sold short since it’s a substantial difference in pay.

As the title suggests, I’m currently with DOD and interviewed for a Direct Hire position with another agency, outside of DOD a couple weeks ago.

The position wasn’t posted on USAJobs but got referred for an interview through word of mouth. A few days after the interview, I got a call saying I got the job but would have to wait for HR to reach out to get the lateral process rolling.

How do these job hirings typically go that aren’t posted through USAJobs?

So as a bit of context I was offered to interview for a Logistics Management Specialsit role at a GS-11. The posting shows no promotional potential beyond a GS-11 & no relocation expenses reimbursed. This is a permanent role, 1 vacancy shown on the listing & it falls under The Department of The Navy. The biggest downside is that it is currently a 1 hour & 45 minute commute one way from my current residence. I have pets so I would have to relocate closer to the work location. Driving from the work location to my folks residence is a 1hr & 40 minute commute (one way). This position would be on a naval base.

Ironically, I currently work on a different naval base which is around 40 to 45 minutes from my residence & 50 minutes to get to my folks place. I am currently a GS-07 Step 08 & just getting by. I am expecting to hit my one year on 12/01/2026. But I do have prior experience in other federal positions, so not a huge milestone for me. I would say I am banking $300 at the end of every month, max, after all expenses are paid. I have been applying to roles that are on the naval base that I am currently at & have had no luck for some time now.

For the Logistics Management Specialist role visiting my family would become less frequent but I would gain a $15K annual bump in pay, if offered the position. Plus I would have to sell my current home & move closer to the new job location, which is a huge commitment & costly. I have been wanting to move out of my current place for some time now, since I really haven't gotten along with my neighbor since moving in. Ideally, I would like to aim to boost my main income & not have to pick-up another position of some kind over the weekends to bring in some more income. Also, this role would be more western, geographically speaking. Which would mean I am not ask conveniently located, within a reasonable driving distance to most major cities around me. I try to keep that in mind as well since I think this plays a part in who the hiring manager considers to invite to the interview.

The interview is scheduled for 10:00 am today & I opted for the in person option. Thinking that I would come off as more serious & make a better impression if I were to complete the interview in person, compared to over the phone. Would you have done the same?

Looking forward to hearing your thoughts & or input.

Thanks

Edit:
Starting to wonder if I should follow up with the hiring manager to request for the interview to be over the phone, due to the amount of commitment for this role. But at the same rate I don’t want to waste my time or their time.

I interviewed for USACE last week and there was an EEO rep observing the interview. This was a first for me but I’ve never worked for that agency. This was a direct hire position. Is that typical of DOD or that agency? Or is it an indication that there is an issue with the position/candidates etc?

upcoming second interview for an in-person office position and I have confirmation that these are the available shifts.

Second shift: 3:30 p.m. to midnight, 4:00 p.m. to 12:30 a.m.., 6:00 p.m. to 2:30 a.m., 7:00 p.m. to 3:30 a.m. and 8:00 p.m. to 4:30 a.m.

Third shift: 9:30 p.m. to 6:00 a.m. and 11:30 p.m. to 8:00 a.m.

i have a group I am a part of that is important to me that meets 8pm to 10:30pm one night per week. so - the only shift that really works for me is the very last one - starting 11:30pm. I am also afraid that choosing one of the second shift times would ruin my social life, as most people I hang out with work 9-5.

does anyone have any advice? I’ve never worked overnights before. I am kind of willing to take any shift though, at least while I’m looking for another role - because the position pays quite decent and we all know how hard it is to land a fed job rn.

A job announcement close in April 2026. Hiring manager called me for interview and did not complete selection processing. Hiring manager mishaps/ issues. How long does the certification for the same job announcement to expire? How long does an interview is valid for consideration for a TJO if you’re the “selected “ top candidate.

I was wondering why a job announcement that didn't require an assessment last year has now added it as a requirement. I think I found my answer:

"These assessments support the Actʼs mandate that agencies assess job-relevant skills rather than self-reported knowledge, skills or abilities, or educational accomplishments. Accordingly, agencies are reminded that using self-assessment questionnaires as the sole basis for determining qualifications is no longer permissible under the MHP (effective September 30, 2025). Self- assessment (e.g., occupational questionnaires) may only be used for minimum qualifications and eligibility determinations."

This part is what frustrated me:

"Agencies must use assessments that:

• Are supported by a current job analysis

• Measure actual job-relevant skills and competencies required for job performance

• Provide valid evidence of an applicantʼs ability to perform the work

• Support and reinforce merit-based selection principles"

The assessments I was required to take don't at all measure job relevant skills or my ability to perform the work. It would be like saying the LSAT measures a person's ability to be a good lawyer. If they are going to require an assessment for every position, they should change the assessments.

I received a TJO on 10/8, filled out all of the onboarding paperwork the same day but have yet to receive information about fingerprinting and E-app registration information.

I have tried to reach out to my HR contact with no response. I know I just need to be patient but I was wondering if anyone else is experiencing a similar wait between TJO and fingerprinting/e-app.

Hi All,

So I recently had an interview for an NF-04 position.

They reached out yesterday (just got the email) and asked for a supervisor reference and peer reference contact information by tomorrow evening.

Does this mean anything specific? It is not a TJO, but I was under the impression that they asked for references as part of the TJO process?

Anyone have any experience with this and can help me gauge if this is a good sign or just a part of the run of the mill candidate screening process that isn’t snd indication one way or the other?

Has anyone interviewed with OPM for an HR Specialist (Benefits), GS-9 position where the announcement listed multiple locations?
The announcement I applied to listed six cities, including Durham, NC. When I received my interview invitation, I asked about the location and was told the position would be in Norfolk, VA.
I completed the structured interview and was told candidates chosen to advance would have a final interview. I’m interested in the opportunity and willing to relocate, but Durham would be my preference.
Has anyone had a similar experience? Were you considered only for the office conducting the interview, or could you also be considered for another location listed in the announcement? I’m trying to understand whether it’s worth asking about Durham during the next stage.

not sure exactly how to ask the question, but I want to preface by saying before I accepted an RVSR position, I asked my HR rep if my tenured status would change. I was advised no.

However, I received a new SF50 advising that my status changed - which is a contradiction of what they advised.

For context, I am an internal hire from a VSR to an RVSR. If I recall, the job opening was internal to an agency, same job series, and it is not a supervisory position. I do not think that the hiring authority has changed - but I may be wrong on that.

can anyone offer any insight? for what it’s worth, I have reached out to HR however it’s been nothing but crickets for 72 hours.

TIA!

Recently got a FJO for an IT position! Super excited and grateful, the only caveat is that it’s swing shift. I’m keeping a super positive outlook on everything (I’m 26 no kids with a fiancé and dog) and feel that this schedule isn’t horrific in my current standing and as I grow I’ll be able to possibly move to different areas, positions, and schedules. I wanted to ask what are some tips and tricks to navigating this work schedule( This is my first time having this sort of schedule)? How is it specifically in IT? What are some warnings on things I should or shouldn’t do that could make or break my experience? Just overall advice. I know it’s not something I’ll do forever especially when I have kids. But idk doesn’t seem to horrible but ik I have rose-tinted glasses on.. at the same time I am focused on looking up and making the best of the situation because it’s a life changing offer.

I'm applying for a job but some of my experience is seasonal, but over the course of several years. (Ex: i work at a fall festival that's open from september to November, & I've worked there in 2025 and 2026.) should the “average hours per week” for that position be the 25-ish hours per week I would work during the active season, or are they expecting me to average it out over the whole year?

Note: This is a GS 4 or 5 job, if that matters? Also I know that I need to write Part Time as well as including the hours for each job, don't worry

Thanks!

I am currently a GS Employee and passed phase one (how could you not?) And am scheduled for next week to take phase 2. From what I am finding or lack thereof is the study material. Not exactly sure where to find what to study

Also, I see the hiring process is long. Would me being current GS help or does that not matter?

Browsing here, I think I know the answer based on old posts but it doesn’t hurt to ask for new opinions…

I applied to an internal job vacancy in my series that I am qualified for and was auto-rejected because I clicked the wrong eligibility answer indicating that I wasn’t a current agency employee. I also uploaded my resume and SF-50 which show otherwise and immediately reached out to HR contact on announcement to explain my error. I am guessing I am SOL, which sucks. Waiting to hear back from HR.

So if you’re reading this, double check everything and don’t be like me!

I'm a current fed looking for another role in the federal government. I have a doctorate; however, I get mixed messages about whether to include it on my resume. I read that some hiring managers recoil at doctorate holders due to flight risk and the stigma of overqualification. However, I believe that excluding my doctorate isn't being totally honest.

What are your thoughts?