in short
In France, an executive hire takes 12 weeks on average, according to Apec: the timeline rose from 9 to 12 weeks between 2020 and 2022 and has held steady for the past two years. It varies by role, sector and market tightness: a precise brief and fast decisions shorten it.
how long does it take on average to hire an executive in france?
Apec, the French executive employment agency, asks companies each year how long their last executive hire took. The study does not define the exact start and end points of that timeline.
12
weeks on average for the last executive hire: the level reached in 2022, stable for two years according to Apec
Apec, Pratiques de recrutement de cadres 2026 (in French) (opens a new window), 2025 data
9
weeks on average in 2020, before a steady rise to 12 weeks in 2022
Apec, Pratiques de recrutement de cadres 2026 (in French) (opens a new window), 2020 data
The timeline grew by three weeks between 2020 and 2022, then held steady at that level for the last two years.
why doesn't this timeline fall even as hiring gets easier?
In 2025, just under half of French companies reported difficulty filling executive roles, well down from 2022. Yet the average timeline has not shortened.
Two things help explain this: the number of applications to screen rose, from 13 to 15 on average between 2024 and 2025, and the gap between applications received and the profile sought remains the top difficulty recruiters cite. Less tension does not mean a faster screen.
does the timeline vary by company size?
The 2026 Apec edition does not break the timeline down by sector, but it does isolate an early decline among large companies.
13
weeks, the peak reached by large companies in 2022, before a 2-week decline starting in 2025
Apec, Pratiques de recrutement de cadres 2026 (in French) (opens a new window), 2022 data
Beyond company size, a rare role, a role in high demand, or a sector under pressure logically stretch the search out, even if Apec does not quantify that gap role by role.
how do you shorten the time it takes to hire an executive?
- Write a precise brief from the start: our guide how to write a recruitment brief sets out what keeps off-target profiles out of the shortlist.
- Tighten the decision process: fewer stages and a fast turnaround after each interview shorten the search as much as good sourcing does.
- Pick the right search method for the role: for a leadership role, direct approach changes the timeline too, see our guide headhunter or recruitment agency.
- Respond quickly to the profiles you receive: every day of waiting after an interview gives the candidate time to move forward elsewhere.
On Muzzo, the assignment goes to the headhunters who have hired the most in that field, among more than 2,500 selected headhunters, and you set the fee between 5 and 30% depending on how hard the role is. How quickly you respond to the profiles you are sent then weighs on the timeline.
frequently asked questions
Does the hiring timeline include the candidate's notice period at their current employer?
Apec does not specify. To be safe, plan separately for the notice period the candidate must serve at their current employer, which depends on the collective agreement, custom or their contract.
Why does hiring an executive take longer than a non-executive role?
Criteria are often more specific, fewer profiles match them, and sensitive roles call for a more discreet search. Each of these factors mechanically stretches the search out.
Does a longer timeline mean the hire is going badly?
No, not necessarily. It often reflects a more thorough screen rather than a problem: the gap between applications received and the profile sought remains recruiters' top difficulty, not simply taking time.
How do you estimate the timeline for your own hire?
Start from the 12-week average and adjust for how rare the role is, how many channels you use, and how quickly you respond to the profiles you are sent.