Hiring velocity is the rate at which an executive search moves through its stages, measured as total days from mandate signature to offer acceptance. The Hiring Velocity Framework establishes stage-level velocity targets (derived from the Hiring SLO Framework), identifies the specific variables that slow each stage, and prescribes compression actions for each velocity constraint. Majhi Group's average close of 30–45 days against an industry median of 65–90 days is the result of applying this framework to every active mandate — compressing the stages where delay accumulates most, not just working faster overall.
Where Time Goes in Executive Search
The average executive search takes 65–90 days. Majhi Group closes in 30–45. The gap is not effort — it is stage-level velocity management. Three stages account for approximately 70% of total delay: interview scheduling (an average of 14 days per round in the industry, compressed to 5 days with structured calendar management), debrief and decision (industry average 7–10 days, compressed to 48 hours with a defined debrief protocol), and offer negotiation (industry average 10–14 days, compressed to 5 days with compensation architecture confirmed at intake). The Hiring Velocity Framework targets these three stages specifically.
"Hiring velocity is not about speed. It is about not losing 8 days to scheduling, 7 days to debrief drift, and 12 days to compensation ambiguity. Fix those three stages and the search closes in 30 days, not 90."
Stage Velocity Targets and Compression Actions
| Stage | Industry Average | Majhi Target | Primary Delay Cause | Compression Action |
|---|---|---|---|---|
| Intake to Sourcing Launch | 7–10 days | 3 days | Brief finalisation; internal approval cycles | Brief produced same day; single-session intake protocol |
| Sourcing to First Outreach | 5–7 days | 2 days | List building; verification delay | Pre-built target list segments; DNS/MX pre-verification |
| Outreach to First Screen | 14–21 days | 7 days | Response rate; scheduling friction | Structured response handling; self-schedule links in outreach |
| Screen to Shortlist Delivery | 10–14 days | 7 days | Dossier assembly; recruiter backlog | Standardised Evidence Dossier template; 48hr dossier SLO |
| Shortlist to First Interview | 7–14 days | 3 days | HM calendar; panel availability | Interview scheduling within 24hr of shortlist approval; EA coordination |
| Interview to Offer | 14–21 days | 10 days | Debrief delay; internal approval; comp negotiation | 48hr debrief SLO; pre-approved comp ceiling; same-day offer drafting |
Frequently Asked Questions
What is the most commonly underestimated delay stage?
Interview scheduling. Most recruiting leaders assume it takes 3–5 days. The actual industry average is 12–14 days per interview round — driven by panel availability conflicts, EA scheduling backlogs, and lack of a defined scheduling protocol. In a two-round search, this alone adds 24–28 days to the close date. Majhi Group's structured scheduling protocol targets 3 days per round.
Does velocity compression affect candidate quality?
Paradoxically, compression improves quality in most cases. Candidates — particularly senior passive candidates — respond better to a process with clear timelines and rapid decisions. A search that takes 14 weeks signals organisational indecision, which causes the best candidates to withdraw or take competing offers. A 30–45 day process signals operational competence, which retains high-quality candidates through to offer.
How does the 41-day $275K placement result demonstrate the velocity framework?
The benchmark result — a $275,000 VP search closed in 41 days after two prior firms failed in 60+ days each — required all six compression actions to be applied simultaneously. Intake ran on day 1. Sourcing launched on day 3. Outreach achieved a 29% response rate on a DNS/MX-verified sequence. The shortlist delivered on day 14. The offer extended on day 39. Each stage ran at or below the Majhi velocity target.