Speed is not enough. But it is where you start.
You are mid-process with a candidate you want. A strong one. Your top pick. Then the message comes through. They have an offer. Another company moved faster. They have been searching for a while and they are ready to take something. Now you have a decision to make.
Most hiring managers do one of two things. They panic and cut corners, or they shrug and say "the process is the process." Both are wrong.
Here is what actually works.
Get the facts before you do anything
One of the underrated benefits of working with a recruiter is that they have already had the conversation. A good recruiter will have asked the candidate what is driving the urgency. What do they actually need right now? If they had an offer in hand today, how would they feel? What would it take for them to wait a little longer?
If you are hiring without a recruiter, ask those questions yourself. You cannot play to win without knowing the score.
Call your recruiter immediately
Not tomorrow. The moment you hear there is an offer on the table. A recruiter is not just a sourcing channel. In this moment they are your negotiating partner. Between the two of you, you can build a plan.
In the situation I am dealing with right now, the client is running a fair and thorough process. Could they have moved faster earlier? Probably. But getting every decision-maker aligned is not easy, and the process itself has been solid.
Ask yourself three questions
Can you expedite the next stage without compromising fairness? Can you give the candidate a clear, committed timeline rather than a vague "soon"? Can you keep them updated with verbal signals of intent before the formal offer is ready?
If the answer to all three is yes, move. Today.
Ask the candidate for the chance to compete
You are not asking them to turn down an offer. You are asking them to make a decision between two or three options with full information. That is a reasonable request, and most candidates will respect it.
But only make this ask if you genuinely believe they are the right person. If there is doubt, do not waste their time or yours. When you have found your A-player, the one who fits the role, the team, and the stage you are at, leave nothing to chance.
Make them feel wanted
Speed gets you in the game. What wins is how you show up.
In this case, we are making sure the whole team is in the office when the candidate visits. No ghost town. Every touchpoint is intentional. Every interaction says: we want you here.
Candidates do not just evaluate the role. They evaluate how you treated them when it was inconvenient.
That is the part most hiring managers forget.