One of the core challenges in senior-level hiring is that it often takes time. When both candidates and hiring teams are comprised of tenured, senior professionals, we find that the demands on people’s time due to factors such as travel and strategic projects can get in the way of moving a process forward. The unfortunate product of a search dragging out is fatigue and, in some instances, a loss of enthusiasm on the part of the candidate.
As a retained executive search firm, we’re used to these dynamics. Our job is to maintain structure, momentum, and clear communication between our clients and candidates throughout a search. But even with a strong process and frequent updates, there’s a limit to how much the recruiter alone can do, especially in the later stages of a search.
The Importance of the Candidate Experience
Lag in a process can erode a candidate’s excitement and make them question the firm’s enthusiasm for their candidacy. What we have found is that small gestures from the hiring manager/team can have a huge impact on a candidate’s experience and the success of a search. These moments of engagement don’t have to be heavy lifts:
- A short reassuring email from the hiring manager
- A quick check-in call from the hiring manager to touch base
- An additional 30-minute meeting with another stakeholder
- An informal coffee/lunch
Remember, not all candidates are actively seeking a new role, so maintaining their interest will require consistent, thoughtful touchpoints. Be sure to keep your search partner apprised of outreach or additional meetings so that everyone is on the same page regarding who the candidate has met with and what messaging has been conveyed.
A Strong Recruiter Sets the Tone
A strong recruiter will do a lot of the heavy lifting for you, but recruiters are made even stronger when hiring managers are visible and involved, particularly in the later stages of a search. When both sides are active, candidates experience a consistent, thoughtful process that reflects well on everyone involved, especially the hiring firm.
Why Every Candidate Matters
While it’s normal to prioritize engagement with the favored candidate, it is important to remember that hiring frequently involves compromise and that candidate rankings can change dramatically throughout the interview process. If your first choice candidate declines or doesn’t meet unanimous approval from other decision-makers, you may be revisiting your slate. Keeping alternates engaged will not only provide insurance but also mitigate negative impressions, which can impact the firm’s reputation in the market.
While investment management may feel like a large industry, executives at senior levels and in similar functions often know each other and compare notes. Every candidate’s experience reflects the hiring firm’s brand as well as the recruiter’s.
Planning for a Smoother Final Round
Some delays are unavoidable; however, there are a few ways to make the final stages of a search more seamless:
- Prep your internal team early. Let final-round interviewers know that their participation will be critical, give them a general sense of when they might be needed, and ensure everyone is aligned on the objectives for the hire.
- Have a clear timeline of decision-making in the final step. This is particularly important during times of year when there are frequent vacations, planned business travel, important company on-sites/off-sites, board meetings, back-to-school, etc.
- Consider blocking interview time in advance. Once you’ve identified a slate that you feel confident moving forward with, block time on the calendars for key stakeholders to be present for key interviews.
- Schedule internal deliberations immediately after final rounds. Getting back to the finalists quickly after a final round is vital for the momentum at the end of a search. This is especially true when trying to keep alternates warm as you work toward an accepted offer.
- Front-load delays. Consider waiting until a strong slate has been developed to move candidates forward from the first round to ensure that everyone can move through the process at the same pace and allow internal stakeholders to assess candidates head-to-head with more clarity.
Executive Search is a Team Sport
Even the best-run searches require active participation from the hiring team at key moments. When hiring managers stay visible and involved, they elevate the candidate experience and increase the odds of landing the right person.
Small gestures create big value, not just in hiring top talent, but also in shaping the reputation you build with candidates and in the market more broadly.