Why Close Dates Could Be Closing the Door on Top Talent

In recruitment, timelines often follow tradition: launch a campaign, set a close date—usually two weeks later—and then begin reviewing applications. It’s standard. It’s structured. But is it effective?

At Elliott Gray, we believe it’s not. In fact, we’ve found that rigid close dates often increased risk and reduce your chances of securing top-tier talent.

Here’s why.

Close Dates Create Unnecessary Delays

By waiting until the advertised deadline to begin reviewing applications, you’re effectively sitting on potential gold. Those early applicants—often the most engaged and proactive—go without acknowledgement or feedback for days or even weeks. During that silence, they’re actively applying elsewhere, interviewing, and even accepting offers.

 

The Best Candidates Don’t Wait Around

Top talent typically isn’t on the market for long. These are individuals who move quickly, and companies who engage early are more likely to win them. Waiting for a close date means risking that another organization, one that’s more responsive, will snatch up the ideal candidate before you even say hello.

 

Real-World Example: When Agility Wins

Take a recent CEO search we managed at Elliott Gray. We ran the process without a close date and began engaging with applicants immediately upon submission. One standout candidate had already applied to a similar role with a competing firm—before they applied to our client’s opportunity.

The competing firm? They were running a traditional campaign with a fixed close date.

We, on the other hand, engaged quickly. We built a relationship, moved through the process efficiently, and ultimately secured an accepted offer. The competitor, despite having seen the candidate first, missed their window—and missed out.

 

The Human Touch Matters

At Elliott Gray, we’re not just filling jobs—we’re matchmaking. That means we know timing, engagement, and relationships matter just as much as skills and experience. When we meet a strong candidate, we move. And we encourage our clients to do the same.

 

Rethinking the Recruitment Timeline

Close dates may feel like a safeguard, but they’re often a barrier. A flexible, responsive approach—reviewing and engaging as applications come in—not only improves candidate experience, it leads to better hires.

If you’re ready to modernize your hiring strategy and secure the best talent before your competitors even notice them, let’s talk.

After all, at Elliott Gray, we’re professional matchmakers—timing is everything.