Some hiring managers may be waiting until after the election to recruit
Decision-makers identified changes in government policies as one of the biggest hiring challenges for 2026.
Openbound perspective
U.S. hiring delays: how international candidates can check whether a role is funded
A hiring survey points to uncertainty around recruitment plans. Openbound explains how to separate a slow hiring process from a role that has lost budget approval.
HR Dive reported on October 21 that some U.S. employers are delaying recruitment while assessing political and economic conditions. The underlying Express Employment Professionals–Harris Poll release was published October 14. [1]
The survey covered 1,006 U.S. hiring decision-makers, interviewed May 13–June 1, 2026. Among companies expecting to hold or reduce headcount, 28% said they were waiting for the outcomes of government changes. This is a subgroup result, not 28% of all employers or a measure of today's vacancies. [2]
- Treat survey findings as market context, then verify the individual vacancy.
- Ask whether headcount is approved and when the team expects a start date.
- Confirm sponsorship for this opening separately from the employer’s filing history.
What this means for an international job search
Openbound’s interpretation: a delayed response can reflect internal planning rather than an assessment of your qualifications. Keep several applications moving until an employer confirms a funded role and a realistic hiring schedule. The survey cannot tell you which company or department has paused recruitment.
For candidates who need sponsorship, hiring approval and immigration support are separate questions. A company can have a long filing history while a specific opening has no sponsorship budget. A fresh job posting is a useful lead; it is not confirmation that either approval has been secured.
Three questions to ask the recruiter
Start with headcount: Is this an approved opening, a replacement hire, or a pipeline for future demand? Then ask about timing: What interviews and approvals remain before an offer, and what start date is the team planning around?
Finally, ask about the position itself: Can this role support the immigration process I need, and who will confirm that decision? Record the answers against the exact requisition rather than extending one recruiter’s answer to every job at the company.
What the reporting does not establish
These findings do not identify a nationwide hiring freeze, predict election outcomes, or establish a change in immigration rules. The fieldwork predates the October coverage. Use the dated survey as context, and use the employer’s current posting and recruiter confirmation for decisions about an actual opening.