table of contents
Why It Matters
“If you need a 6th interview to be sure, the process—not the person—is broken.”
Dragging candidates through endless interview rounds isn’t due diligence. It’s often a symptom of internal misalignment or fear of making the wrong decision. And it creates a signal to executive candidates: you’re not ready to hire.
More interviews don’t equal better decisions. They equal more noise.
The Real Cost of Too Many Interviews
By the time you’re “finally ready,” the right hire has likely moved on.
missing the right hire
We choose the right person for the right role
Mistakes to Avoid
What to Do Instead
Why Candidates Drop Off Late in the Process
Long processes don’t just hurt speed — they signal:
Great executives are busy. If they’re confused by your process, they’ll assume your leadership is confused, too.
What Great Looks Like
- A process that’s fast, aligned, and efficient — not rushed
- A team that trusts its framework, not just its instincts
- A candidate experience that reflects how you operate internally
TL;DR: Fewer Interviews, Better Outcomes
We help companies design hiring processes that move fast, stay sharp, and land the right people without burning them out.
