What makes you think your interview practice is producing good managers?

You might be looking for them, but my conclusion after reading many "how we hire/interview" posts is most people do something and conclude it works - instead of testing. What if instead you put all the names of potential managers in a hat and drew one - what makes your process better (at least the hat selects for "lucky" people)

If you need months and months to find them, then something is very very broken in your interviews. I see a lot of workers that would be very good managers and they are never given ANY responsibility, ever.

Why aren't you promoting internal senior team-lead staff into these roles?

Just kidding, we all already know why... =3