Should You Start Your Leadership Search in Q4 or Wait Until January?

Can you believe it is already Q4?  As the year draws to a close, many organizations face a common dilemma: should they begin their leadership search in Q4 or wait until January to start? While the instinct might be to hold off until the new year, starting the search in Q4 can often be a smart, strategic move. In this article, we’ll explore why some organizations choose to wait, but also highlight why getting a head start in Q4 can give you a competitive advantage.

Why So Many Wait Until January to Start a Search

Holiday Scheduling Conflicts

One of the main reasons organizations delay searches until January is the difficulty of scheduling during the holiday season. From mid-November through December, both candidates and decision-makers often take time off, making it challenging to align interview schedules. The interview process, especially for senior roles, requires multiple rounds with input from several stakeholders, which can be difficult to coordinate during the holidays. In fact, research from Glassdoor shows that hiring processes tend to slow down by 20% during the holiday season due to scheduling conflicts and limited availability.

Year-End Burnout and Overload

Another reason many organizations prefer to wait until January is that executive teams and boards are typically juggling multiple year-end priorities. From finalizing budgets to completing annual reports, year-end tasks can leave key decision-makers feeling overloaded. This can make it hard for leadership to give the hiring process the attention it needs, leading many to delay until after the new year.

Why We Suggest Starting Now

Less Competition for Talent

While many organizations choose to delay their search until January, those that begin the process in Q4 benefit from significantly less competition for top talent. With fewer companies actively posting leadership roles during the holiday season, there’s a greater chance of securing high-quality candidates without having to compete with multiple offers. LinkedIn’s Talent Trends report highlights that job postings for senior roles decrease by 15% during Q4, giving proactive organizations a unique opportunity to stand out in the search for top candidates.

Candidates Begin Reflecting on Career Moves During the Holidays

The end of the year is a natural time for professionals to reflect on their career progress and consider making a move. Many executives start thinking about new opportunities during the holidays, discussing potential career changes with family and friends. According to The Muse, 50% of senior-level professionals begin contemplating career changes during the holiday season. By launching your search in Q4, you can engage strong candidates before other organizations have even started the process. This approach gives candidates the time to think about your opportunity during their downtime, making it easier for them to make a considered decision before the competitive rush in January.

Hit the Ground Running in January

One of the most significant advantages of starting your search in Q4 is the ability to make a hire by January. This positions your organization to hit the ground running in the new year, with leadership in place to kick off new initiatives, guide strategic planning, and build momentum right away. By contrast, searches that begin in January often don’t conclude until March or April, meaning the organization could lose valuable time in Q1. In fact, a 2022 Leadership IQ study found that organizations with leadership transitions completed by January were 14% more likely to achieve their Q1 goals than those that hired later in the year.

Conclusion

While waiting until January to start your leadership search might seem like the safer option, starting the process in Q4 offers distinct advantages. With less competition for talent, the opportunity to engage candidates who are already thinking about their next move, and the ability to start the year strong with leadership in place, Q4 may be the ideal time to begin your search.

By being proactive, your organization can secure top talent and be ready to deliver results in the new year. So, if you’re considering a leadership hire, don’t wait—take advantage of the benefits that come with starting your search in Q4.

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