If This MES Hire Fails, You Don't Get a Second Chance

You're hiring for a VP of Digital Operations or a Director of MES. It's a big role. You want to be thorough.

So you run a long process. Stakeholders weigh in. Weeks pass between interviews.

What you don't see? The A-player candidate quietly walking away.

I've seen this again and again over 10+ years: Strong, senior MES leaders don't wait around. If they sense indecision, they assume the same thing will happen after they join , and they'll bail before the offer stage.

Your "due diligence" may feel smart… But to the candidate, it looks like a lack of urgency, alignment, or leadership support.

In one recent example, a VP-level MES candidate told me mid-process:

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"If they need four weeks to decide if they want me, they're not ready for what I'd bring."

And just like that , gone.

Solution:

Senior candidates assess you as much as you assess them. Especially in MES, where transformation requires speed, buy-in, and backbone.

If you're serious about hiring top-tier talent:

Get aligned before the first interview

Create a 2-3 week timeline

Build in fast feedback loops

Because when you delay, you don't just lose time , You lose the right people.

Frequently Asked Questions