By Rick Fribush, Partner, Director
When I began working in executive search in the 90s, the hiring process looked very different from what we see today. There was no email, no applicant tracking systems, and little in the way of formal metrics. Yet, the process moved remarkably fast. From the moment a client initiated a search to the day an offer was accepted, the average time-to-hire was roughly thirty days; decisions were made quickly, and the process was direct.
Over the past three decades, I’ve noticed hiring timelines have lengthened considerably. What once took weeks can now take months. The difference reflects not only slower decision-making but also deeper shifts in how organizations and candidates engage during the hiring process.
Candidate Responsiveness Has Declined
In earlier decades, candidates answered calls, returned messages the same day, and sent resumes immediately. Now, communication happens through multiple channels, and many professionals screen unknown numbers. With more options, longer decision cycles, and increased competition, candidates take more time to engage and respond.
Hiring Processes Are More Layered
What was once two or three interviews has evolved into several stages, often involving multiple stakeholders, panel discussions, and behavioral or psychometric assessments. While these tools provide valuable insights, each additional step extends the overall timeline.
Scheduling and Workload Create Bottlenecks
The now-common hybrid and remote work models make coordination more difficult. Hiring managers balance full workloads and competing priorities, often delaying interviews for days or weeks. A general decline in urgency on both sides of the table has become part of the modern hiring rhythm.
Compensation Alignment Slows Decisions
Internal pay compression adds another layer of complexity. Aligning compensation with both market expectations and internal equity often requires multiple rounds of discussion and executive approval.
Consensus-Driven Decision Making Extends Timelines
Hiring used to rest with one manager and perhaps a trusted colleague. Today, decisions often require input from HR, department heads, and peers. This approach leads to stronger cultural alignment and retention, but takes more time.
The Balance Between Thoroughness and Speed
Hiring today is more data-informed, risk-aware, and collaborative than ever. Technology has improved sourcing and screening, but added communication steps that can dilute urgency. The key is balance: simplify interviews, align decision-makers early, and communicate consistently with candidates. These steps maintain quality while improving agility.
Key Takeaway
Hiring timelines have lengthened because modern processes emphasize collaboration and caution. Employers who streamline steps and maintain decisiveness gain a competitive edge without sacrificing quality.
Let’s Start the Conversation
At Chesapeake Search Partners, we’re helping organizations close out Q4 with clarity and momentum heading into 2026. If your hiring timelines have slowed, now’s the time to evaluate your process and position your team for a stronger start to the new year.
Contact us to schedule a complimentary Search Consultation around your 2026 hiring goals