The best candidates aren’t waiting for you.
That’s the part most hiring teams miss. When a high-performing executive decides to explore their next opportunity, they don’t explore just yours. They explore the market — and the company that moves with purpose wins.
I’ve watched it happen more times than I can count. A search begins with momentum. A strong candidate enters the process. Feedback is positive. Everyone is “excited.” And then… scheduling delays. An extra round added. A VP who needs to weigh in. Two more weeks pass.
By week four, the candidate is gone.
Not angry. Not even disengaged at first. Just… gone. Landed somewhere that treated them like a priority.
The Deal Death Timeline looks like this:
- Week 1: Candidate is excited — they’re leaning in, doing their research, telling their spouse
- Week 2: Candidate is curious — still engaged, but starting to pay attention to timing
- Week 3: Candidate is cautious — doubt creeps in, other conversations accelerate
- Week 4: Candidate is gone — emotionally committed elsewhere, or simply worn down
The frustrating part? The delay rarely reflects actual indecision. It reflects poor process design. Stakeholders who weren’t aligned on urgency. Interview loops that weren’t mapped before the search launched.
The competing company didn’t necessarily have a better opportunity. They just treated the candidate like a priority — and that signal mattered.
Here’s what decisive hiring actually looks like:
- A four-step interview flow, maximum — mapped out before the first candidate conversation
- Calendar blocks held in advance so scheduling isn’t reactive
- Clear internal alignment on who’s involved, what they’re evaluating, and when decisions will be made
- Candidate communication that’s consistent, timely, and respectful of their time
The companies that close top executive talent don’t just have great roles. They have great processes. They’ve internalized that candidate experience is a reflection of leadership quality — and candidates are evaluating that in real time.
Speed isn’t about cutting corners. It’s about demonstrating that your organization knows what it wants — and has the operational discipline to move when it matters.
In executive hiring, indecision is a decision. It tells the best candidates exactly what working there might feel like.
Move with purpose. Hire with precision. Outpace the competition.
Ken Dropiewski
Partner
dropiewski@mbexec.com
720.904.1777
Ken Dropiewski serves as a Partner at McDermott + Bull and is part of the firm’s MedTech and Life Sciences Practice, based in Denver, CO. With nearly 30 years of experience in the MedTech and life sciences industry, Ken is a recognized expert known for his deep industry knowledge and extensive network. As the host of Investor Insights, he has interviewed top venture capital investors in MedTech, including leaders from Vensana Capital, Lightstone Ventures, Broadview Ventures, Santé Ventures, and Glide Healthcare.