"How to Make an Offer Candidates Can’t Refuse"

You’ve found the perfect candidate. The interviews went brilliantly. Now you need to close the deal.

This is where many hiring managers fumble and lose candidates they should have won.

Speed Is Everything

When you’ve decided on a candidate, move immediately. Not “let’s regroup next week”—now.

Top candidates have other options. Every day you wait is a day for a competitor to swoop in. Once you’re confident, make the offer within 24-48 hours.

The companies that consistently win talent don’t deliberate endlessly. They decide and act.

Make the Call Personally

Don’t send offers by email initially. Pick up the phone.

Start with enthusiasm: “We’d like to offer you the position, and I’m personally excited about working with you.” Then discuss terms verbally before any written offer.

This personalises the moment and lets you gauge their response in real-time. Email offers feel transactional and miss the opportunity to build excitement.

Understand What Matters to Them

Before making the offer, you should know what this candidate values most:

Base salary? Bonus potential? Title? Flexibility? Career progression? Team culture? Learning opportunities?

Tailor your pitch accordingly. If they care most about growth, lead with development opportunities. If they mentioned flexibility repeatedly, emphasise your remote work policy.

One-size-fits-all offers are less compelling than offers that speak directly to someone’s priorities.

Pre-Close Before the Formal Offer

Never make a formal offer without knowing the answer. Before the official conversation, check:

“If we offered you $X with these terms, is that something you’d accept?” “Is there anything that would prevent you from joining us?”

This surfaces objections you can address. It’s much easier to negotiate before a formal offer than after.

Present It Properly

When discussing the offer:

Start with the positives: role, team, opportunity, culture—why they should be excited.

Be clear on compensation: base salary, bonus, equity if applicable, benefits, any sign-on.

Explain the path forward: start date expectations, onboarding process, first weeks.

Give them time (but not too much): “I’d love an answer by Friday” is reasonable. “Take as long as you need” signals you’re not urgently excited about them.

Handle Negotiation Gracefully

Almost everyone negotiates. Don’t be offended—it’s normal.

Listen to what they’re asking for and why. Sometimes requests have simple solutions you hadn’t considered.

Know your limits beforehand. What can you flex on? Salary? Start date? Title? Working arrangements? What’s non-negotiable?

If you can’t meet their request, explain why honestly: “Our salary bands don’t allow that at this level” is better than vague deflection.

Counter Competing Offers

If they mention another offer, don’t panic. Ask questions:

“What aspects of the other opportunity appeal to you?” “Is there something we could offer that would make this decision easier?” “What would it take for you to choose us?”

Sometimes you can compete on non-monetary factors. Sometimes you can’t—and it’s better to know early.

Seal It Quickly

Once they’ve verbally accepted:

Send the written offer immediately (same day). Follow up the next day to confirm receipt and answer questions. Set a signature deadline (reasonable but prompt). Begin pre-boarding engagement immediately—introduce team members, send helpful information.

The period between verbal acceptance and start date is dangerous. Other offers can appear, cold feet can develop. Keep them engaged and excited throughout.

Accept Rejection Gracefully

Sometimes despite your best efforts, they’ll say no. Take it well.

“I’m disappointed but understand. If circumstances change, please keep us in mind. And I’d be grateful if you could share any feedback on what influenced your decision.”

Today’s rejected offer can be next year’s referral source. Never burn bridges.