Speed Should Never Be the Deciding Factor in Accepting a Job Offer

Insights from 30+ Years of Recruiting in the Insurance Industry

After more than three decades in recruiting within the insurance industry—I’ve learned that both job seekers and hiring managers often misinterpret one of the most emotionally charged elements of the hiring process: timing.

Earlier this week, a candidate I’m advising was initially leaning toward one company. But by Thursday morning, they told me they were leaning toward the other opportunity. Their reason?
“They moved quickly.”

That’s it.
Not culture fit.
Not career trajectory.
Not responsibilities or leadership style.
Speed.

And it makes sense. When a company moves fast, it creates a warm, validating feeling. Candidates naturally interpret speed as interest—and interest feels good.

But that’s where experience becomes valuable, and why I stepped in to counsel this job seeker.

The Truth About Hiring Timelines

Timelines rarely reflect interest. They reflect logistics.

There was a management meeting this week.
Key leaders were traveling.
Multiple initiatives were being juggled.

None of it has anything to do with his candidacy. Not a shred.

But to a candidate—especially one who’s excited and anxious—silence during a busy week can feel like lack of interest.

This is where strong communication from hiring teams becomes invaluable.

When a Company Moves Too Quickly

I also shared the other side of the coin.

Yes, a fast-moving process can feel great. But sometimes the very speed that feels flattering deserves a closer look.

When a company rushes to make an offer, it’s worth asking:

• Did they just lose out on another     candidate?
• Are they desperate to fill the     role?
• Have they done their due     diligence?
• Are they moving quickly out of     excitement—or necessity?

None of these questions automatically mean something is wrong. But they’re worth considering. Speed is not inherently good or bad—it just needs context.

The Real Lesson: Don’t Let Speed Make the Decision for You

I told the candidate the same thing I’ve told hundreds before him:

“Don’t let your decision be influenced by the speed of the offer. Choose the opportunity that is best for you.”

Hiring is not a race.
The company that moves the fastest is not automatically the best fit.
The company that takes a few extra days isn’t automatically less interested.

Momentum can feel persuasive, but it is not a decision-making metric.

When choosing a role, focus on:

• Alignment with your long-term     goals
• Leadership quality
• Cultural fit
• Growth opportunities
• Compensation and stability
• Work that energizes you

Speed should never outrank substance.

The Recruiter’s Dilemma: Influence Without Pushing

I also shared with him something that guides my approach.
After 30+ years, I’ve seen countless recruiters push candidates aggressively—often to meet their own goals, not the candidate’s. It helps no one.

A good recruiter doesn’t push.
A good recruiter guides, informs, and protects the candidate’s clarity.

That’s why I treaded carefully once he understood the bigger picture. This decision has to be right for the job seeker—not for me, not for the hiring manager, not for anyone else.

The Human Touch Still Matters

And finally, this is where the power shifts back to the hiring manager.

The next step is simple but impactful:

Someone needs to pick up the phone.

Not an email.
Not a text.
A real conversation.

A personal touch goes a long way—especially at the offer stage, where emotions run high and uncertainty creeps in.

A short call to say:

• “We’re still excited about you.”
• “We believe you’d be a great     fit.”
• “Do you have any questions we can     help with?”

That “warm fuzzy” feeling candidates chase can be created—authentically—just by showing genuine human interest.

Final Thoughts

Hiring isn’t about speed.
It’s about clarity, connection, and confidence—on both sides.

Candidates should never choose an opportunity simply because it came first. And hiring teams should never assume that a slower timeline means losing momentum.

In a world where hiring is increasingly automated, accelerated, and transactional, the organizations that win top talent are the ones that still understand the value of being personal, intentional, and human.

The offer process is not just a step—it’s an experience.
Candidates will remember how you made them feel long after they’ve forgotten how many days passed between interviews.

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