In today’s competitive market, delaying the hire of key talent is a risk most companies cannot afford. Yet many leaders hesitate—waiting for the “right time” or trying to avoid immediate costs. The truth? Postponing recruitment often results in higher long-term losses and missed opportunities.
The Hidden Costs of Waiting
Unfilled roles put pressure on existing teams. Productivity drops, morale declines, and strategic projects stall. Over time, this creates a ripple effect—deadlines slip, innovation slows, customers are impacted, and revenue suffers. The longer a role remains vacant, the more costly it becomes. According to the CIPD, the average time to fill a vacancy in the UK is around 36 days, but for senior or specialist roles, it can stretch to three to six months. Every day without the right person in place affects output and performance.
Vacant roles also cost money. Estimates suggest that for mid-level positions, the cost of vacancy can range between £400 to £800 per day—much higher for senior or revenue-generating positions. For example, a vacant sales leadership role could result in £50,000 or more in lost revenue over a few months.
Top Talent Moves Quickly
High-quality candidates do not remain on the market for long. Research from LinkedIn shows that top talent is typically snapped up within 10 days. While leaders wait, competitors act.
Delaying decisions weakens your position and risks losing the best people.
Moreover, a slow hiring process turns candidates off. According to Robert Half, 57% of professionals lose interest if a company’s recruitment process drags. By the time you’re ready, the talent pool has thinned, and urgency leads to rushed, less strategic hires.
The High Cost of a Bad Hire
Postponing recruitment often results in last-minute decisions, which increase the risk of a poor fit. The cost of a bad hire is significant—estimated at 30% of the individual’s annual salary (UK Government data). For senior executives, the impact can be even greater, with disruption, lost opportunities, and the cost of rehiring pushing this figure into the six-figure range.
Real-World Impact
Take a UK-based logistics firm that postponed hiring an Operations Director for six months, aiming to cut short-term costs. During that period, inefficiencies in routing and warehouse management went unaddressed. Delivery times lagged, customer complaints increased, and they missed out on a major contract due to reliability concerns. By the time the position was filled, these issues had cost the company over £500,000 in lost revenue and damaged client relationships.
Similarly, a manufacturing company delayed recruiting a Head of Supply Chain during a critical period of post-Brexit adjustment. Without strategic leadership, supplier issues in Europe escalated, lead times lengthened, and stockouts affected key customers. The absence of a strong supply chain leader meant the company was slow to diversify suppliers and mitigate risks. The result? £1.2 million in lost sales over two quarters and long-term reputational harm.
Contrast this with a SaaS company that prioritised recruitment. By acting swiftly to hire a Commercial Director, they met their growth targets, secured a major client ahead of schedule, and increased quarterly revenue by 20%.
Leadership Means Acting
Leadership is about making decisive moves. Taking the initiative in recruitment shows foresight and commitment to growth. Waiting for the “perfect moment” often means missing the best one.
The cost of delay is real—and avoidable. Proactive hiring is not just a tactical decision; it’s a strategic one. The best leaders don’t wait—they act.
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© DSA Executive 2025