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It’s a mix of all of the above...
I would say about half the time we have consensus and about half the time we are deciding between two and weighing pros and cons.
HR always sends more than one but we may only bring one in. Linkedin and direct applicants do work. Referrals get you to the top of the pile but LI and our site gets you into the pile too.
We know where the bar is - you do this long enough you know what’s out there and what the bar is.
Speaking from experience at 4 different agencies [holding company and independent] and 1 client side.
1. All Team feedback is not created equal. Anyone who will be working closely with the candidate (partner/direct report) gets “more of a say” in who is selected for the role- sometimes that is just one person maybe 2 max. Then there may be 1-2 team members who will be working with the candidate regularly who’s opinions I’ll consider but not as heavily . Then of course the final circle would be people who are just in “passing teammates” they work together but are separated by levels or even teams within the large group - those opinions are personality only .
2. Sometimes yes - not everyone agrees on the same candidate especially if this is a role that play a key part of a process . I’ve been part of compromises where the candidate selected wasn’t the BEST in either key interviewer’s mind but the interviewers realized that neither of them were selecting candidates based on the job needing to get done - rather they were looking at candidates based on who would be the best person to hang out with after work or in social settings. Sometimes compromises have to be made to get the best person in.
3. There is not a set number of interviews to know when you’ve found “the one” but I’d say there is a limit as to how many interviews a candidate will do before they decide your company is not “the one” for them. I try to keep it to 3- 5 MAX. Also I get creative - have a candidate interview with two people at once or have an interview last for 45 min - 1 hour rather then 30. Sometimes it’s quality not quantity.
4. Yes HR and recruiting have said this and they are not always wrong! Managers tend to look for “the new so-so” rather then the best person for the role when looking for a replacement. We will never replace the person who left but we can find the right person for the work. New positions- especially roles an agency has never had before can also yield an unending search . It’s important to align on a job description and ideal background for new roles. It’s not ideal to have roles open for months and months on end while hiring managers can’t align on a direction after several candidates have been presented.
I’m the end decision maker for my direct team (ADs, designers across levels, brand strategists etc). I do take input from my team and it’s important to have their input. Any concerns or notes from their interviews that I may not have got to or didn’t come at it from that perspective.
In the end, I will make an informed decision based on all the information presented. Sometimes it’s a unanimous decision from everyone, and sometimes there’s a little give or take comparison. I won’t just ‘pick one’ but will take a chance on someone promising — always thinking about if what is missing is easily teachable or a reach.