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Why It Matters

“Looking for more options sounds reasonable. It’s often fear disguised as logic.”

It’s one of the most common — and costly — phrases in executive hiring: “We just want to see a few more.” On the surface, it’s about thoroughness. But underneath, it’s often uncertainty, misalignment, or a fear of making the wrong call.

This mindset burns time, top talent, and trust.

Why “Just a Few More” Becomes a Pattern

When hiring stalls:

  • Decision-makers aren’t clear on what great looks like

  • The first strong candidate arrived faster than expected

  • Internal politics require appeasement before moving forward

  • No one wants to be the one to make the final call

More candidates feel like progress. But it’s often a stall.

Mistakes to Avoid

  • Using volume as a substitute for clarity

  • Letting “option paralysis” block momentum

  • Not realizing your strongest candidate is evaluating you, too

The Cost of Indecision in Executive Hiring

We choose the right person for the right role

What to Do Instead of “Just a Few More”

  •  Define “hiring readiness” before the search starts

  • Use structured scoring and real-time debriefs

  • Ask: if this candidate walked away today, would we regret it?

  • Clarify: are we looking for better — or just not ready to commit?

Clarity accelerates. Indecision drags.

Top Talent Doesn’t Sit Still

Executives aren’t waiting. The longer you hesitate:

  • The more your credibility suffers
  • The more it looks like you don’t know what you want
  • The more likely you are to lose great people to more decisive companies

What Great Looks Like

  • A hiring team that trusts its process
  • A company that moves with confidence, not caution
  • A candidate experience that reflects your leadership style

TL;DR: Don’t Wait for “Better” Without a Reason

  • “A few more” is often fear, not fact

  • Strong candidates disappear while you hesitate

  • Build clarity up front so you can move fast when the right fit appears

  • Hire like you lead — with intent, not delay

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