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Yeah. So it depends on the place. I've been the hiring manager a few times. Once at a 200 person agency and now at a corporation.
At the agency, there were usually about 4 serious candidates. I would only 3rd interview the one I wanted. Budgets were more flexible but in general I knew how high I could go and I was straight up that this is the band this is the highest I'll offer it to you. HR was chill. My team was involved but not overly involved.
In my current role, everyone is involved and it seems no one wants to narrow candidates so I'm giving like 4 people 3rd interviews. I've got brand pushing for this person. Web wants this one. HR wants the most positive person. When it is finally time for an offer, I get told what to offer, then trying to get more for a candidate requires approval frim at least 3 people and movement of budgets, which can happen but it's lengthy. I'm more willing to do this for people in the 50-75j range where 5 or 10k makes a difference on a larger level than a person getting offered 100k + because getting them more is a lot of effort internally and those salaries in the Midwest and a non Chicago city are well above what everyone else is paying around my parts. Like non directors getting 110 and 10 percent bonus and asking for more in a fly over state can be a tough sell and leave a bad taste
So yeah, every place is different, in my experience the smaller the spot the easier and more flexible the hiring
what’s a fly over state?
Generally:
- Hiring manager is drowning and has needed someone for a year
- Budget finally gets approved after half the remaining team quits/goes on disability leave
- Hiring mgr puts together a detailed list of their deepest desires & hands it off to HR/recruiter
- Recruiter has no idea about what the job entails, rewrites the entire thing, posts it online
- 500 Indian guys in Bangalore apply
- 500 automatic AI apps are sent out by automated tools
- 50 human beings legally allowed to work in the US send in their resume
- Automatic filter tosses out 3/4 of all applications
- Recruiter discards another 3/4 based on their erroneous understanding of the position
- Hiring manager gets the rest, wonders how seemingly no capable candidate exists
- Recruiter does screening, hiring mgr does interviews, CEO decides they also need to input
- Hiring mgr finally finds someone qualified at his local bar, ignores hiring process entirely, submits them directly to the company
- CEO declines to hire the one actually qualified person, lowballs the remaining ones, decides to hire his nephew
- Nephew fails at the job within 6 months, leaves
- Job is reposted
THIS IS AMAZING
Lots of possible reasons. Other candidate interviews. Comparative deliberations and disagreements about who is the right fit. Background checks of candidates. Trying to right size the salary offer or counter offer. Fears about changing economic climate affecting budgets. Internal bureaucratic red tape. People just dragging their feet about making a decision.
One thing that tends to make the end stage of hiring take forever (large holdco agency) is that there’s actually a SEPARATE approval process for generating an offer, which doesn’t start until after the open role itself is approved to hire for and the exact candidate has been IDed. This can mean that 1-3 weeks pass in between the hiring manager “officially” deciding on you and when you receive the actual offer… and that’s assuming you’re already aligned on comp and other terms.
For certain there’s also a ton of chaos that can happen along the way related to the actual decision, the circumstances of the role that needs to be filled, and the different stakeholders involved… but an amazing amount of the time it takes is purely bureaucratic delay even in the most straightforward situations.