Why Senior Hiring Fails Before the First Interview Even Happens

When a senior hire doesn’t work out, the reasons are often pinned on the candidate. Skills weren’t quite right. Cultural fit wasn’t there. Expectations didn’t align.

But in our experience, many senior hiring challenges start long before a CV lands on the table.

Across manufacturing, FMCG, logistics and operational businesses, we see roles struggle not because of a lack of talent but because the foundations weren’t clear from the outset.

The brief that never really existed

One of the most common issues is an unclear or rushed brief. Job descriptions are often a list of responsibilities rather than a clear picture of what success looks like.

At senior level, vague expectations create confusion on both sides. Candidates can only assess fit when the role, scope and priorities are properly defined.

Misalignment at leadership level

Senior hiring often involves multiple stakeholders and not everyone always wants the same thing. When priorities aren’t aligned internally, it becomes almost impossible to find the right person externally.

We regularly see roles delayed or derailed because those conversations haven’t happened early enough.

Speed over substance

Pressure to fill roles quickly can lead to shortcuts. But moving fast doesn’t always mean moving forward.

Rushed hiring decisions often lead to:

• Poor long-term fit
  
• Retention issues
  
• Rehiring within 12 months
  

Taking a little more time at the beginning often saves significant time and cost later on.

What strong senior hiring gets right

The most successful senior hires usually share a few things in common:

• Clear expectations
  
• Honest conversations
  
• Alignment on culture and leadership style
  
• A shared understanding of what “good” looks like
  

When those elements are in place, interviews become meaningful conversations rather than box-ticking exercises.

A more intentional starting point

Senior recruitment isn’t just about filling a vacancy it’s about shaping the future of a team or business. That deserves clarity, intent and time.

If you’re planning a senior hire and want to sense-check the foundations before going to market, a conversation with Handley James can make all the difference.