If I'm being generous to the director, they've got a lot of experience in this specialty and they are probably familiar with how people bullshit their way into

If I'm being generous to the director, they've got a lot of experience in this specialty and they are probably familiar with how people bullshit their way into specialty positions when the people interviewing for it don't know different. It's not unreasonable for them to be involved in hiring decisions for people that report into them; right? Maybe try to get them involved in earlier, so it feels more like collaboration and less like second guessing. If they're an up or down vote, it would be better for them to be involved before an offer; and it would be better if they're in the main loop. You may want to put them towards the end of the day and end the loop early if there's a clear consensus no from early interviews. As an unrelated 3rd party, I would say, go ahead and lean in and ask for help with the specialty work that needs doing that your team is missing expertise in. If they get roped into doing specialty work and they'd rather be directing, then they're more motivated about finding an acceptable candidate.