What Is the Average Time It Takes to Fill an HR Vacancy?
Understanding hiring timelines — and how to shorten them without compromising on fit
Hiring for HR roles is not just an operational necessity — it is a strategic investment. The professionals you place in HR roles become the architects of your people strategy, culture, compliance, and workforce growth. Yet many organisations underestimate the time and effort it takes to fill HR vacancies, leading to delays in delivery, stalled people projects, and poor candidate experience.
At The HR Recruiters, we specialise in supporting businesses to hire HR professionals that align not just with their role scope, but with their culture and values. In this article, we explore what the data says about average time-to-fill for HR roles, what influences these timelines, and how you can streamline the process without sacrificing quality or long-term fit.
What the data shows: time-to-fill benchmarks for HR roles
According to data from the CIPD and multiple UK recruitment market surveys:
The average time to fill a generalist HR role is between 35 to 50 working days (approximately 7 to 10 weeks).
Specialist HR roles (e.g., reward, people analytics, talent acquisition) typically take 10 to 14 weeks, depending on complexity and seniority.
Executive HR appointments (e.g., HR Director, Chief People Officer) can take 3 to 6 months, particularly in competitive or transformation-heavy environments.
These are averages, not absolutes. What’s important is understanding the factors that influence these timelines and proactively managing them.
Why it takes as long as it does: the five key factors
Role clarity and alignmentAmbiguous or bloated job descriptions, unclear reporting lines, or misaligned internal expectations can cause major delays. Candidates sense confusion and often withdraw.
Process inefficienciesLengthy interview stages, rescheduling, or internal indecision can stretch out timelines unnecessarily. A survey by People Management found that 1 in 3 candidates drop out of HR processes that exceed 4 weeks.
Candidate scarcityThe demand for strategic HR talent continues to outpace supply. Many high-potential candidates are not active jobseekers and need to be headhunted and nurtured.
Notice periods and counteroffersMost experienced HR professionals are on 1–3 month notice periods. Additionally, counteroffers from current employers are common and can slow or derail the process.
Culture fit considerationsThe most successful HR hires aren’t just qualified on paper — they must align with your leadership style, pace, and values. This adds a layer of depth to the selection process that takes time but is worth the investment.
The real cost of delays
Open HR vacancies can create ripple effects across the business:
Managers lack support
Hiring slows down
ER issues escalate
Engagement and wellbeing initiatives stall
Strategic priorities are deferred
CIPD estimates that the cost of a mid-senior HR hire left vacant for 3 months exceeds £60,000 when lost productivity and opportunity costs are considered.
How The HR Recruiters reduce time-to-hire without cutting corners
We understand that urgency matters — but we never compromise on fit. Our approach helps you hire faster and smarter:
Culture Fit Programme: Before launching a search, we map your team’s values, leadership style, and working environment. This speeds up alignment and candidate decision-making.
Retained Search Model: Our commitment to a retained partnership ensures we prioritise your role and engage high-quality, passive candidates through targeted headhunting.
Pre-qualified Network: We have built a trusted community of HR professionals across levels and sectors. Many of our placements are made from warm referrals and repeat candidate relationships.
Process Management: From briefing to offer, we manage interview logistics, feedback, and offer negotiation — reducing drop-off and maintaining momentum.
Post-Placement Coaching: Ensures that your new hire ramps up effectively, reducing early attrition risk and maximising ROI.
Most of our clients fill HR roles in under 30 working days.
Tips for employers to improve HR hiring timelines
Get alignment upfront — Be clear on role scope, decision-makers, and success criteria.
Streamline your process — Aim for two stages max, move quickly on feedback, and avoid duplication.
Invest in EVP — Candidates move for meaning. Share your culture, leadership voice, and future vision.
Partner with specialists — Generalist agencies may not understand the nuances of HR hiring. We do.
Conclusion: The goal isn’t speed — it’s momentum
Speed for speed’s sake leads to poor decisions. But well-managed momentum, aligned stakeholders, and a clearly positioned role reduce time-to-fill while improving candidate experience and long-term outcomes.
With the right process and the right partner, HR hiring doesn’t need to take forever. It just needs to be done right.
Looking to hire your next HR professional?
Let’s talk. We’ll help you move fast, but more importantly — we’ll help you hire right.
