While traditional executive assessments can take 4–6 weeks, Pinsight delivers the same depth of behavioral insight in just 72 hours—from invitation to actionable reporting. That acceleration doesn’t just save time; it preserves engagement with top candidates and strengthens the employer brand.
Time Kills Momentum: From 6 Weeks to 72 Hours
The average time-to-fill across industries is 42 days, or roughly six weeks (SHRM, 2023). For senior leadership roles, that number tends to stretch even longer due to multi-stage interviews and scheduling conflicts.
Deloitte warns that organizations failing to match the speed of the market “risk losing high-value talent to faster competitors” (Deloitte, 2024). Similarly, McKinsey highlights that leading companies are redesigning their hiring engines to minimize “decision latency”—a silent drain on growth and agility (McKinsey, 2023).
Pinsight’s 72-hour invite-to-insight compresses a six-week cycle into three days—without compromising rigor. TA leaders can shortlist faster, align stakeholders earlier, and move confidently before competitors extend offers.
Learn how Pinsight reports streamline hiring decisions through a clear, three-step framework.
Long, Complex Processes Lose Top Candidates
Lengthy, consultant-driven processes can alienate the very leaders enterprises want most. McKinsey’s State of Organizations report found that cumbersome recruiting experiences damage engagement and employer reputation (McKinsey, 2023).
SHRM reports that 60% of candidates abandon hiring processes that are too long or confusing, citing time burden and poor communication as key factors (SHRM, 2023). Deloitte reinforces that “candidate experience is now one of the strongest predictors of employer brand strength” (Deloitte, 2024).
Pinsight flips that equation: 95% of participants say they would accept an offer following the simulation experience. A live, scenario-based format makes the process feel realistic, relevant, and energizing—unlike the drawn-out, consultant-led sessions that typify traditional models.
Explore behind the scenes of Pinsight’s modern executive assessment.
Virtual-First Flexibility Expands Access and Scale
Busy senior leaders don’t have time for rigid scheduling or travel-heavy processes. Deloitte notes that virtual and asynchronous assessment models are now essential for engaging modern, globally distributed leaders (Deloitte, 2024).
McKinsey’s HR Monitor finds that top-performing organizations increasingly enable “anytime, anywhere” engagement for leadership evaluations and development (McKinsey, 2025).
Pinsight’s virtual-first model allows candidates to complete their assessment anytime, anywhere—early mornings, late nights, weekends, or during travel. This flexibility broadens participation, increases completion rates, and ensures global scalability with consistent quality.
The Business Case for Faster Director & VP Hiring
Every week saved in filling a Director or VP role equates to measurable value. These leaders oversee critical teams and budgets that drive growth. When seats stay vacant, productivity and decision-making slow across entire business units.
McKinsey describes this as “decision latency”—a compounding cost when key roles remain unfilled and strategic initiatives stall (McKinsey, 2023). By cutting weeks out of the process, TA leaders can accelerate not just hiring but business execution.
ROI Spotlight: The Value of Speed
Average vacancy cost per week for a Director/VP:
$7,500–$10,000 (based on SHRM productivity loss benchmarks and salary data).
Average cycle time reduction with Pinsight:
5 weeks saved (from 6 weeks → 1 week).
Estimated annual impact: For an enterprise hiring 50 Directors and 20 VPs per year,
the productivity gain can equal $2.6–$3.5 million in recovered business value annually.
And that’s before factoring in reduced candidate dropouts, improved offer acceptance,
and higher first-year performance from better data-driven selection.
Conclusion
For Director and VP roles, speed and credibility define competitive advantage. Pinsight’s fast, virtual, and evidence-based assessment experience enables enterprise TA leaders to fill critical leadership roles in days, not months—while elevating candidate experience and strengthening the employer brand.
Evaluating options for Director and VP assessments? Start with these five essentials.
