Fast Placements Can Mean Misplaced Priorities: Why Rushing to Hire Might Cost You More

In the competitive arena of executive recruitment, the pressure to fill leadership positions quickly is immense. A vacant position can mean missed opportunities and stalling projects, prompting many firms to promise and prioritize speed above all else. However, as a seasoned recruiter with decades of experience, I argue that this rush can lead to misplaced priorities and ultimately cost companies far more than the time they might save. Here’s why slowing down could actually be the smarter move.

The Illusion of Efficiency

Quick hires are often inefficient hires. Many executive search firms tout their ability to fill positions rapidly, suggesting that a swift hire indicates a successful search strategy. However, efficiency in recruitment isn’t just about speed—it’s about precision. A fast placement often overlooks deep-seated mismatches between the candidate’s capabilities and the company’s long-term needs.

The Risks of Fast Tracking

  1. Compromised Decision Making: When speed is the primary goal, there’s little time for thorough vetting. This can lead to decisions made on incomplete information, with interviews that skim the surface and reference checks that barely scratch the depth necessary to forecast a candidate’s success in your unique corporate culture.
  2. Cultural Misalignment: A candidate’s fit with your company’s culture is crucial. Rushed hires often prioritize credentials and experience without assessing how the candidate will mesh with the team. This oversight can result in leadership clashes, disruptions in team dynamics, and ultimately, a costly turnover.
  3. Strategic Misfits: Quick placements might fill a gap fast but can fail to meet long-term strategic needs. Effective leadership hiring should align with the company’s forward-looking strategies, not just its immediate deficiencies.

The Value of a Deliberate Approach

Deliberate pacing yields deliberate success. Slowing down the hiring process allows for a comprehensive evaluation of candidates beyond their resumes. This includes deep dives into their leadership style, problem-solving skills, and their potential for growth—factors that are critical for roles that will shape your company’s future.

  1. Enhanced Vetting Process: More time means more thorough vetting—background checks, detailed interviews with multiple team members, and perhaps most importantly, a chance to see the candidate in different types of business scenarios or simulations that reveal true capabilities and demeanor.
  2. Alignment with Long-Term Goals: A slower approach allows both the hiring company and the candidate to assess mutual fit not just for the current scenario but for the planned trajectory of the business. This foresight prevents future misalignments and the costs associated with them.
  3. Integration Planning: Time affords the luxury of planning integration strategies that can ease the candidate’s entry into the company, fostering a smoother transition and better initial performance. This planning includes understanding team dynamics, ongoing projects, and strategic goals.

Implementing a Thoughtful Hiring Strategy

  1. Develop a Comprehensive Candidate Profile: Start with a clear, strategic profile that encompasses not only the skills and experiences required but also the personality traits and leadership styles that will best complement your corporate ethos.
  2. Prioritize Cultural Fit: Integrate assessments of cultural compatibility in your interview process. This might include informal team interactions or social settings, which can be very telling.
  3. Utilize Predictive Analytics: Leverage data and predictive analytics to better understand how a candidate might perform in your specific corporate context. This goes beyond traditional assessments and into predictive performance modeling.
  4. Plan for Integration: Design an onboarding plan that is ready to implement as soon as the candidate is hired, tailored to their strengths and areas for development as identified during the interview process.


While the market pressures to quickly fill executive positions are understood, we must remind ourselves that in recruitment, as in many areas of life, faster isn’t always better. By prioritizing thoroughness over speed, we ensure that new hires are not just quick fixes but long-term assets. As counterintuitive as it may seem, in the high stakes world of executive search, taking your time might be the fastest way to enduring success.

Are you ready to redefine success in your executive hiring process?

Let’s take the time to find not just any leader, but the right leader for your organization. Contact Perry-Martel International today to discuss how a thoughtful, meticulous search process can transform your company’s future."

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