A search can move quickly and still land on the wrong person if the team has not agreed on the job. Before writing a position description, ask the people who will work most closely with the new leader what must be different one year after that person starts. Write down the outcomes, not just a list of traits.
Then agree on five things: the decisions this leader will own, the work that needs attention first, the experience that is essential, the experience you can teach, and how you will judge progress. If different stakeholders give different answers, resolve those differences before approaching candidates.
Turn those answers into a short scorecard. Use the same questions and evidence standards with every candidate. A clear brief makes interviews more useful, helps candidates understand the opportunity, and gives your team a sound basis for its final decision.