We’ve all been there. A role gets marked URGENT — maybe it’s tied to a product launch, a backfill before buying season, or came out of a merger or acquisition. Leadership wants movement, and expectations are high.
But six weeks later, you’re still interviewing and wondering: what’s taking so long?
Here’s the thing: urgency ≠ speed in recruiting. In fact, the more pressure there is to move fast, the more things tend to slow down.
What Actually Happens When Everything Feels “Urgent”
Decision paralysis sets in. Every candidate needs to be the one — because there’s no room for error. What should be a simple yes/no becomes “let’s see a few more first.”
The criteria multiply. Nice-to-haves turn into must-haves. Now you’re searching for a unicorn that must fall within a certain budget.
More voices involved. Your streamlined process becomes a committee decision with six different opinions on what “urgent” actually means.
So What’s the Fix?
⏳ Slow down to speed up. Taking just 48 hours to get clear on what you actually need can save weeks on the back end.
Here’s what helps:
✅ Define “urgent” clearly. Is it about a start date or locking in the right person before someone else does? Two totally different strategies.
✅ Limit decision-makers to 3 max. Choose people who can move quickly and decisively.
✅ Be honest about timelines. Most great candidates aren’t sitting on the bench. Transparency earns trust and sets realistic expectations.
The Real Talk
Sometimes urgency is less about timing — and more about visibility, pressure, or importance. Recognizing that can shift your entire approach.
The best urgent hires happen when teams use urgency to:
⚡ Drive clarity
⚡ Make faster, smarter decisions
⚡ Stay aligned on what really matters
As always, would love your feedback and hope you found this helpful. If however you have a hire that feels stuck, a quick outside-in perspective can make all the difference. Happy to help if you’re in that spot.