When can you start?
⚡ In a Hurry? Quick Answer
Say "Two weeks notice" if currently employed - it's standard and respectful. If unemployed, offer flexibility but don't appear desperate by saying "immediately." Give a specific date to show you're organized.
💡 The Recruiter's Mind
They're balancing two concerns: urgency to fill the role versus your professionalism. Candidates who offer to start immediately while currently employed appear disloyal and unprofessional. If you'd bail on your current employer without notice, you might do the same to them. Two weeks notice is the standard, and honoring it shows integrity. They also want to assess: Are you available within their timeline? Do you have commitments they should know about?
The Professional Timeline Framework
- State your notice period: Two weeks is standard, some roles require more
- Give a specific date: Show you've calculated the timeline
- Show flexibility where possible: Offer to help with urgent items remotely if feasible
- Be honest about constraints: Mention any preplanned commitments
Example Answers by Situation
Currently Employed (Standard)
"I would need to provide two weeks notice to my current employer, which is standard professional courtesy. Assuming we finalize everything this week, I could start on Monday, March 17th. I want to ensure I transition my current responsibilities properly and leave on good terms. Does that timeline work with your needs for this role?"
Senior Role with Longer Notice Period
"In my current role as Director, I'm contractually required to give four weeks notice, and I have several ongoing projects I'd want to transition responsibly. That would put my start date around April 1st. However, if there are specific urgent needs, I might be able to consult remotely during my notice period with my current employer's approval. Is that timeline feasible for your team?"
Currently Unemployed
"I'm available to start as soon as we complete the necessary paperwork and onboarding logistics. I could be ready within one to two weeks from receiving an offer. That gives me time to prepare for the transition and allows you flexibility with your onboarding schedule. What's your ideal start date for this position?"
With Preplanned Commitment
"I would provide two weeks notice to my current employer. I should mention that I have a family commitment scheduled for the week of March 10th - a long-planned vacation that I've already paid for. I could start on March 3rd and then take that week off, or if you prefer, I could start March 17th after returning. I wanted to be upfront about that existing commitment. What would work better for your team?"
🚫 Red Flags to Avoid
- Offering to quit immediately without notice while currently employed
- Being vague: "Whenever you need me" without a specific timeframe
- Demanding an extended start date without valid reasons
- Not mentioning preplanned commitments until after accepting the offer
- Saying you need 6+ weeks without explanation (unless contractual)
- Appearing desperate: "I can start tomorrow!" when it's unrealistic
- Negotiating notice period down just to start faster - shows poor judgment
Pro Tips for the Start Date Question
- Know your notice period: Check your employment contract before the interview
- Calculate a specific date: Don't make them do the math
- Honor professional norms: Two weeks minimum shows integrity
- Disclose conflicts early: Mention preplanned vacations or commitments upfront
- Offer flexibility where genuine: Remote help during notice period, flexible first day
- Ask about their urgency: Understanding their timeline helps you assess fit
- Consider transition time: A few days between jobs is reasonable if you need it
- Get it in writing: Once agreed, confirm the start date in your offer letter