If only more companies realized who they are able to hire is a function of how they hire. And it starts with the job / opportunity / role description.
As a side note, it seems to me, all this friction in hiring (senior level talent) makes a good case for developing and promoting from within. I realize it's not that simple. None the less, taking a known and grooming that person isn't rocket science either.
For example, there's the simple pattern of ignoring employee careers and expectations until, after the least patient ones have left, suddenly there's a lack of personnel, and the best remaining people are needed in their current dead-end role.