Where the time actually goes
- ✓Vague intake. A role brief written in one line becomes three rounds of shortlist rework.
- ✓Sequential verification. Waiting until after the final interview to start checks adds one to three weeks at the worst possible moment.
- ✓Manual coordination. Spreadsheets and WhatsApp threads hide status; nobody can say what stage a candidate is at.
- ✓Approval gaps. Offers waiting on a signature lose candidates to faster competitors.
What fast looks like
Speed is a process design outcome, not a personality trait. In practice it means:
- ✓Structured intake in a single session, with the scorecard agreed up front
- ✓Parallel sourcing across active pipelines, referrals and targeted outreach
- ✓Verification started at shortlist, not after offer
- ✓One reporting view shared by recruiter and hiring manager
- ✓A named account owner accountable for the timeline
Benchmarks worth holding an agency to
| Stage | Common market experience | What good looks like | | --- | --- | --- | | First shortlist | 2–3 weeks | 5–10 working days | | Identity, NYSC, guarantor checks | 5–10 working days | 24–48 hours | | Employment history verification | 7–14 working days | 2–5 working days | | Academic credential checks | 10–20 working days | 3–7 working days |
Volume hiring without dropping standards
Large orders fail when quality controls are relaxed to hit numbers. The alternative is capacity: dedicated sourcing pods, assessment templates per role family, and verification running continuously alongside interviews so no batch waits on another.
Talk to us
If your hiring timeline is slipping, tell us the roles and we will come back with a delivery plan and dates.