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IBM GBS or IBM ISL is good?
Get me a job in Google please
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Is this why nobody can get a job these days? Everyone is just playing chicken, waiting it out for someone better? Sounds like what happened with dating when Tinder and other dating apps came around and look how well that turned out. I think if you can, you should paint a picture for your VP of the losses you're accruing by not having someone in that role, and see if they change their mind then.
I feel so bad for candidates these days. That is a massive time investment from the candidate for a job that had no intention of hiring in the first place.
Seriously, I’ve had a few interviews where it was clear that no matter how well I did, I wasn’t going to receive an offer.
Honestly, just keep letting the process fail. If you lose enough good people, they will eventually figure out that they are, in fact, the problem. Keep thorough records and document everything, including all communication with candidates. Eventually, when positions aren't being filled and good people are being lost due to inaction, it'll come back to the VP.
How naively optimistic you are
It's good the person got another offer and your indecisive VP didn't do them too much harm. A lot of organizations are plagued by people afraid to make decisions, and there's not a lot you can do about that. Weak people who can't make up their mind are not going to change. You should keep that in mind and perhaps think about moving on.
Apart from the CYOA advice in R1’s comment, you should also drill down with your VP on what a “better” candidate would have looked like and/or what them hesitate in the first place.
Make sure that there isn’t some structural impediment to hiring, like uncertain budgets, wonky client contracts, or impending mgmt re-shuffles that are undermining the hiring process.
A big thing here is proving out how not selecting a candidate is hurting the business. How an executive is “ruining my life” is irrelevant in the grand scheme of business. Your business case to fill the role should show the “cost of doing nothing.” What is the company losing through this ineffective hiring process? How do we know the initial candidate would drive the business value as defined? That’s how you get their attention.