Set the decision path before sourcing
Agree the role, compensation approval path, interviewers, evaluation criteria and communications owner. The most avoidable delays occur when the team changes requirements after candidates enter the process.
Use milestones, not unsupported promises
Track brief approval, outreach readiness, interview stages, verification, offer approval and start-date planning. The timing depends on the role, candidate availability and employer decisions; do not represent a universal time-to-hire.
Make handoffs explicit
Name the person who schedules interviews, collects feedback, answers candidate questions and approves an offer. Clear ownership prevents a viable search from becoming slow or inconsistent.
Keep the hiring decision with the employer
BEGHR helps employers prepare permanent-hire searches. The employer decides whom to hire and directly employs the successful person. Scope, fees, candidate ownership, timing and any replacement terms are established in the written engagement before a search begins.