The Average Time to Fill an Executive Role May Be Misleading
October 22, 2024
Many business leaders and hiring managers assume they know how long it should take to fill a leadership position—typically 60-90 days.
But is speed the right measure? Rushed hires often lead to costly mistakes, especially at the executive level. The truth: an effective executive search usually takes longer (although, we’re generally running an average of approximately 90 days per hire across our book of business). A deliberate process that prioritizes fit over speed often extends beyond the standard timeline. The real question isn’t how fast you can hire, but how well you can align the right leader with your strategic goals.
How Long Does It Take to Recruit an Executive?
The executive search process typically takes 90-120 days, depending on the complexity of the role and market conditions. Here’s a breakdown of the key stages:
- Initial Consultation and Role Definition (1-2 weeks)
This involves detailed discussions with the client to define the role, key leadership traits, and long-term goals. Precision in this stage ensures alignment with the company’s strategic objectives. - Research and Sourcing (3-4 weeks)
In-depth market research is conducted to identify potential candidates. This stage includes both direct outreach and leveraging industry networks to find the best talent, which often takes longer than anticipated. - Candidate Assessment and Interviewing (4-6 weeks)
Screening, evaluating, and conducting multiple rounds of interviews with top candidates ensures that both leadership skills and cultural fit are thoroughly assessed. This process can’t be rushed if long-term success is the goal. - Final Selection and Offer Negotiation (2-3 weeks)
After narrowing down the candidates, final interviews and negotiations take place. Compensation packages, alignment of vision, and mutual expectations are discussed in detail.
A structured but flexible approach ensures that the right leader is found without sacrificing depth for speed.
Reevaluating the Hiring Timeline for Executive Searches
To serve our clients well, we don’t operate solely on speed, although we like to work as efficiently as possible, too. A superficial focus on speed can lead to poor fits, costly turnover, and disruption. A quick hire might solve short-term operational needs but often overlooks deeper factors. Consider the case of a company that rushes an executive hire only to face turnover within 12 months—that impatience is costly. The U.S. Department of Labor conducted a study that shows the expense for a failed executive hire can rise to more than $200,000 depending on the role.
On average, across roles, the total costs to lay-off an unsuccessful hire and recruit a new hire is 30% of the annual salary. When organizations invest time in thorough searches, they enjoy leadership stability, improved performance, and greater return on investment.
Time to Fill Calculation Doesn’t Show the Full Picture
The formula for time to fill is straightforward: Time to Fill = Total days a position remains open ÷ Total number of hires.
While this metric is useful in operational roles, it often falls short in executive hiring. Time to fill measures speed, not quality. Many assume that longer searches signal inefficiency, but when you’re recruiting a top executive, speed can be deceptive—and costly. A quick hire may check the time-to-fill box, but what about long-term impact?
The real focus should be on the new executive’s Time to Impact.
Assess how quickly the executive gets up to speed and begins driving meaningful results. This can be measured by setting clear, time-bound goals for the first 90-180 days, such as improving a key metric, solving an operational challenge, or executing a strategic initiative. A high-performing leader should demonstrate tangible contributions early on, which signals both strong onboarding and alignment with the organization’s needs.
By tracking this early impact, you gauge not just long-term success, but also the executive’s ability to deliver value swiftly—indicating they were the right choice for the role.
We build strong relationships with candidates from the outset, ensuring we understand their motivations and strengths, which allows for a seamless match with our clients. Throughout the hiring process, we broker a warm, effective connection between client and candidate, fostering trust and alignment early on. Post-hire, we continue to support the chosen executive, guiding their integration into the company and helping them get up to speed quickly. This ongoing relationship and support significantly reduce the time to impact, ensuring the new leader contributes meaningfully from day one.
Why the Executive Job Search Should Take Longer than You Think
Executive roles come with a level of complexity that can’t be fully assessed in a short timeframe. Leaders at this level are expected to drive strategy, embody vision, align with company culture, and manage crises—each of which requires deep evaluation. A rushed executive search often fails to uncover the intangible qualities that distinguish high-performing leaders, such as emotional intelligence, adaptability, or their ability to lead through ambiguity.
Fast hires may meet immediate operational needs, but they rarely lead to lasting success. Industry data shows that 40% of new executives fail within 18 months, often because the hiring process didn’t dig deep enough to assess cultural fit or leadership capacity. This short-term fix can lead to costly turnover, lost momentum, and further disruption. By taking the necessary time to thoroughly vet candidates, you reduce the risk of misalignment and ensure the right leader is chosen for long-term impact.
Shifting Your Focus from Speed to Strategic Search
Understanding the true value of time in an executive search requires a shift in perspective. Rather than focusing on how quickly you can fill a role, consider how well the process aligns with your long-term strategic goals. The right leader isn’t just a quick fix; they’re an investment in your organization’s future. By embracing a more thoughtful, comprehensive hiring timeline, you avoid the pitfalls of rushed decisions and increase the likelihood of securing leadership that drives meaningful, lasting impact. The real payoff isn’t in cutting corners—it’s in selecting an executive who delivers value from day one and leads your company to greater success.