When a search stalls, the cause is usually a mismatch between the role as written and the market as it exists. A short reality check up front saves months.
Start a conversationFor a genuinely specialist role, the relevant question is how many people in your countries have done this specific work, not how many will apply. If the honest answer is a few dozen, an advert-led approach will not reach them.
Requirement lists tend to accumulate. Ask which two capabilities the role fails without, and treat everything else as preference. Every additional hard requirement shrinks an already small population multiplicatively.
In a scarce market the fastest decision-maker wins. Two interview rounds inside ten days is a competitive advantage; a four-stage process spread over six weeks is a way of losing candidates to organisations that moved faster.
The same career decision has three different shapes depending on which side of the border you are on.
NIS2: what it actually changes for security hiringThe directive created demand for two very different profiles, and most organisations only budget for one of them.
The S/4HANA deadline is a capacity problem before it is a technical oneEveryone is migrating in the same window, and the market for experienced consultants reflects that.