How do I handle being overlooked for promotion?

The 7-day conversation. Within a week of the decision, have a structured 1:1 with your manager. Ask: what was the specific gap, what does the company need to see in the next 6-12 months, what's a realistic timeline if you address it, what would they suggest as next steps. Get specifics, not platitudes.

Evaluating the feedback. Three categories: actionable specifics ('you need scope across 2 teams; here's how'), vague non-specifics ('you need more leadership presence'), or structural barriers ('the next promotion cycle is 18 months away regardless'). The actionable specifics are worth working; the others are signals.

The 4-8 week evaluation window. Don't make the decision in week 1. Emotional reactions to overlooked promotions usually overshoot — candidates either quit too fast or accept the explanation too quickly. Take 4-8 weeks to observe the company's actual behaviour after the conversation.

When to start interviewing. If the feedback was vague or structural, start interviewing externally within 30 days. If the feedback was actionable, work the plan but interview occasionally to keep options open. The threat of leaving sometimes unlocks promotions internally that the standard process didn't.

What not to do. Quit publicly in week 1. Send angry messages to the manager or HR. Tell colleagues you're disillusioned (travels back to leadership). Mention it in current internal interviews. Stop performing in your current role.