“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.
Recruitment Executive Search
We choose the right person for the right role
Using volume as a substitute for clarity
Letting “option paralysis” block momentum
Not realizing your strongest candidate is evaluating you, too
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
