When Is the Best Time to Start Looking for a Senior Role?
(And why waiting until you’re “forced” to move is usually too late)
One of the most common patterns we see in senior leadership searches is delay.
Many experienced leaders only begin actively looking for a new role once something has already gone wrong — a restructure, a change in leadership, a stalled trajectory, or a sudden exit.
By that point, urgency replaces choice. And senior hiring does not respond well to urgency. How Senior Leadership Roles Are Actually Secured
The Reality of Senior Hiring Timelines
Senior leadership moves take time.
While every situation is different, realistic timeframes are typically:
- 3–6 months for Director or Head of Function roles
- 6–12 months for VP or C-suite positions
- longer where board alignment or investor involvement is required
These timelines assume a stable, proactive search — not one conducted under pressure.
Why Most Senior Leaders Wait Too Long
Despite knowing these timelines, many leaders delay starting a search.
Common reasons include:
- loyalty to an organisation or team
- fear of appearing disloyal or distracted
- optimism that things will improve internally
- discomfort with ambiguity
- a belief that “something will come up when needed”
These instincts are human — but they do not align with how senior hiring actually works.
What We Can Learn From The Property Market
In the property market, most people understand this intuitively.
We don’t wait until we are homeless to start thinking about where we might live next. We monitor the market, understand our options, and position ourselves before a move becomes urgent.
Job searches — particularly at senior level — are no different.
The best outcomes occur when a move is intentional, not reactive.
What Changes When You’re Still Employed
Senior leaders who begin exploring opportunities while still employed operate from a position of strength.
- they can be selective rather than desperate
- they can wait for the right opportunity
- they can walk away from poor fit
- they project confidence rather than urgency
This changes how conversations unfold — and how decision-makers perceive risk.
The Cost of Waiting Until You Have To
Starting a search only after a role has ended compresses timelines and reduces leverage.
It often leads to:
- accepting roles that are “good enough” rather than right
- moving down in scope or influence unintentionally
- over-indexing on visible opportunities
- making decisions under financial or emotional pressure
None of these outcomes reflect a lack of capability — they reflect timing.
So When Is the Right Time?
The best time to start exploring a senior move is usually when:
- you are still performing well
- your reputation is intact
- you are not under immediate pressure
- you have the space to be selective
This does not mean resigning or actively applying. It means understanding the market, clarifying positioning, and building optionality.
How Senior Leaders Typically Work With Us
Senior leaders who work with us are not in crisis mode.
They are typically employed, reflective, and aware that timing — not urgency — determines outcomes.
- assessing market demand before making a move
- building visibility ahead of need
- creating options without forcing decisions
- maintaining control over pace and direction
If This Is on Your Mind
You do not need to be “ready to leave” to start preparing well.
In fact, the strongest senior moves almost always begin long before a departure becomes necessary. Reverse recruiters work on behalf of senior candidates, proactively representing them to relevant organisations before roles are formally advertised.
