Managing Expectations During Long Hiring Processes

​If you've been involved in a recruitment process recently, you may have noticed something that many candidates, hiring managers and recruiters are experiencing in 2026:

Hiring processes are typically taking longer.

This is particularly true for senior and specialist positions across legal business services functions.

Recruitment processes can involve periods of uncertainty at various stages. Candidates may be waiting to hear whether they have been shortlisted, when interviews will take place, what feedback has come from an interview, or whether a final decision has been made. Seeking clarity around those timelines is entirely understandable. However, the reality is that recruitment decisions have become increasingly nuanced. More stakeholders are involved, hiring managers are thinking carefully about long-term fit, and firms are often balancing recruitment alongside a wide range of competing business priorities.

For candidates, understanding why a process is taking time doesn't always make the waiting easier. However, understanding what is happening behind the scenes can help put delays into context and reduce some of the uncertainty that often accompanies a lengthy recruitment process.

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The Challenge of Waiting

One of the most difficult parts of recruitment is the period between interviews and decisions.

Candidates invest significant time preparing for interviews, researching firms, meeting stakeholders and considering what a move might mean for their career. As a result, it's entirely natural to become emotionally invested in the outcome.

When updates don't arrive as quickly as expected, many candidates begin filling the information gap themselves.

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• Was there something I could have answered better?

• Have they chosen someone else?

• Have priorities changed?

• Is the role still available?

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The challenge is that candidates are often trying to draw conclusions with limited information. In reality, delays are frequently caused by factors that have little or nothing to do with an individual's suitability for the role.

We fully appreciate that waiting for updates can be frustrating. As recruiters, we work hard to keep candidates informed and to provide transparency wherever possible. However, there are times when firms themselves are still working through internal discussions, gathering stakeholder feedback or navigating approval processes, meaning updates can be limited despite everyone's best intentions.

While uncertainty can be frustrating, it is worth remembering that recruitment processes rarely move in a perfectly linear fashion, particularly when multiple stakeholders and competing priorities are involved.

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More Stakeholders Are Involved Than Ever Before

One of the biggest changes in recruitment over recent years has been the number of people involved in hiring decisions.

Particularly at manager, senior manager, director and head of function level, decisions rarely sit with one individual. Hiring managers often want input from peers, team members, department heads and senior leadership before making a final decision.

This is understandable. The impact of a senior hire can extend far beyond the immediate team. New hires may influence team culture, stakeholder relationships, operational effectiveness and future strategy.

The practical reality, however, is that coordinating diaries, gathering feedback and reaching consensus can take time.

From a candidate's perspective, it can feel like momentum has stalled. Behind the scenes, discussions are often continuing even when there appears to be little visible activity.

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Greater Scrutiny of Hiring Decisions

Regardless of whether a firm is growing, replacing a team member, or building new capability, hiring decisions are rarely taken lightly.

Many business services roles require a combination of technical expertise, stakeholder management skills, commercial awareness and cultural fit. In specialist areas such as risk and compliance, conflicts, AML, financial crime and knowledge management, the pool of suitable candidates can also be relatively niche.

As a result, firms are often looking beyond whether a candidate can perform the role today. They are also considering how that individual might contribute to the team over the longer term, how they will adapt as the function evolves, and how likely they are to remain and grow within the organisation.

Retention has become an increasingly important consideration for many firms. Hiring managers want confidence that the investment they make in onboarding, training and development will lead to a successful long-term appointment, rather than another recruitment process a year later.

This additional level of consideration can naturally extend timelines, particularly when multiple strong candidates are being considered.

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Recruitment Doesn't Happen in Isolation

One factor that candidates don't always see is that recruitment is only one of many priorities competing for attention within a law firm.

Even where there is strong enthusiasm for a candidate, interview feedback may need to be reviewed alongside client commitments, business planning discussions, budget approvals, internal projects and other operational priorities.

In specialist business services teams, the individuals responsible for hiring are often also leading strategic initiatives, managing stakeholders and dealing with the day-to-day demands of running their function.

This doesn't mean recruitment isn't important. Quite the opposite.

However, it does mean that recruitment timelines can sometimes be influenced by factors that have little to do with the quality of candidates being considered.

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Focus on What You Can Control

Waiting for decisions can be frustrating, particularly when you're excited about an opportunity.

Rather than trying to interpret every delay or update, focus your energy on the things you can influence. Continue delivering in your current role, maintain your professional relationships, and keep investing in your own development.

A lengthy process does not necessarily mean a lack of momentum. In many cases, it reflects the importance of the decision being made and the number of stakeholders involved.

While candidates cannot control the pace of a recruitment process, they can control where they focus their attention. Maintaining perspective and focusing on the factors within their influence can often make periods of uncertainty feel more manageable.

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Communication Matters on Both Sides

While delays are sometimes unavoidable, communication remains one of the most important aspects of the candidate experience.

Most candidates appreciate transparency, even when there is no significant update to provide. A brief explanation of revised timelines, decision-making processes or internal discussions can often reduce uncertainty and help candidates remain engaged throughout the process.

From a candidate's perspective, requesting updates is entirely understandable. Many candidates are balancing existing responsibilities, considering important career decisions, and in some cases progressing through multiple recruitment processes at the same time. Having clarity around likely timelines can be an important part of managing those decisions effectively.

As recruiters, we recognise how valuable timely communication can be. We aim to provide updates and context wherever possible, but there are occasions when firms are still gathering feedback, coordinating stakeholders or working through internal approvals, meaning there may be limited information available to share at that particular stage.

Ultimately, the most successful recruitment processes are often those where communication remains open, expectations are managed realistically, and both candidates and hiring teams understand the factors that may influence timelines along the way.

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Final Thoughts

Longer hiring processes can undoubtedly be challenging, particularly when candidates are excited about an opportunity and eager to understand the outcome.

However, in many cases, extended timelines are not a reflection of indecision or lack of interest. They are a reflection of the care, scrutiny and consideration that firms are applying to important hiring decisions.

The reality is that many law firms are looking beyond immediate capability and thinking carefully about long-term success, team dynamics, retention and future growth. Those considerations inevitably take time.

While waiting may be frustrating, it is often worth remembering that some of the most significant career decisions are rarely rushed.

At Pembury Legal, we work closely with both candidates and law firms throughout the recruitment process and understand the challenges that lengthy timelines can create. Whether you're actively exploring opportunities or simply looking for insight into the current market, we're always happy to share our perspective and help candidates navigate what can sometimes feel like an uncertain process.

If you'd like to discuss the market or your career plans, feel free to connect with Adam Shookhye or Louise Grimes.

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