ChapelHillSolutions

Chapel Hill Solutions is a boutique executive search firm. We offer a unique Pay For Performance model. Step up your game. Let's change how you search talent.

[ChapelHillSolutions @ChapelHillSol]

Having a "ready to deploy" talent strategy is critical for any size organization if you want to find the real Superstars.

If you aren’t using a map for your next hire, let’s connect. I’d love to help you think through a better way to see the market.

[ChapelHillSolutions @ChapelHillSol]

When you’re traveling on vacation, don't you usually use a map to guide you? Google Maps or Waze?

So why don’t most companies use a map to guide them on who and how to hire?

[ChapelHillSolutions @ChapelHillSol]

A talent map isn’t just a list of names. It’s a precision guide. It helps you identify your hiring gaps and track market trends so you can hire at the optimal time—not just when you're in an emergency.

[ChapelHillSolutions @ChapelHillSol]

That's where dedicated experts win. They're constantly focused on finding the best candidates in the marketplace to help you find that one perfect hire.

How do you balance requisition load with the time it takes to find and persuade top tier talent?

[ChapelHillSolutions @ChapelHillSol]

You're juggling 6 open requisitions. Coordinating interviews. Putting out fires.

Somehow, you're supposed to find time to prospect passive candidates who aren't even looking.

[ChapelHillSolutions @ChapelHillSol]

Internal teams simply don't have the bandwidth to cover the market efficiently. Between managing 15+ open roles, coordinating interviews, and handling daily fires, there's no time to build relationships with passive candidates at scale.

[ChapelHillSolutions @ChapelHillSol]

What's your take? Have you witnessed searches keep moving through December, or typically hit pause until January?

[ChapelHillSolutions @ChapelHillSol]

It's December 18th. You have a final candidate ready to move forward.
And someone says: "Let's circle back in January."

This happens every December, and it costs companies their best candidates.

[ChapelHillSolutions @ChapelHillSol]

The best hires don't wait for your fiscal calendar. If you've found the right person in December, CLOSE them in December. Waiting doesn't make the decision clearer. It just gives someone else time to make it for you.

[ChapelHillSolutions @ChapelHillSol]

If you wouldn't rely on inbound leads alone to hit your revenue targets, don't rely on inbound applications to build your team.

How do you balance inbound applications with proactive outreach when filling critical roles?

[ChapelHillSolutions @ChapelHillSol]

Post and pray doesn't work for enterprise sales.

Why do we think it works for hiring top sales talent?

[ChapelHillSolutions @ChapelHillSol]

Here's an idea: treat hiring like prospecting. The candidates you want require outreach, relationship building, and a compelling reason to take your call. Passive posting gets you passive candidates.