MAKING AN OFFER REMEMBER: TIME KILLS ALL DEALS Losing a great candidate at the finishing line is not a great feeling for any hiring founder/ manager. It is therefore key to ensure three things: 1. Speed 2. Alignment with candidate motivation 3. Excitement SPEED Co-founder and CTO of Slack, Cal Henderson: “Make an offer within the day or the next day of the final interview. A structured interview process will yield a clear yes or no - either way the result should be shared with the candidate immediately.” ALIGNMENT According to Adil Ajmal, an experienced engineering leader with nearly 20 years at companies like Amazon, TenMarks Education, Intuit, Posterous and Homestead, “the secret NONO to closing isn’t offering the most equity or saying just the right thing during an offer call. TION TTION T It’s closely listening to and noticing what motivates each candidate, and then explaining precisely how your company will serve those needs.” EXAMPLES: ALENT AALENT A If you’re trying to close a problem-solver , you might continue to share some of the thornier goals or features your team is currently working on. You want to give them as SS much of a window into the tough challenges that actually exist at the company as possible. SESSES If you’re trying to close someone who’s mission-focused , you might want the candidate SMENTSMENT to see themselves reflected back across the table so that they know they’ll be able to make the impact they’re seeking. EXCITEMENT Gusto, the online HR company, does group offer calls. Instead of having the recruiter make the offer call, Gusto gathers everyone who interviewed the candidate in the room, to make the offer as a group. They start the call as a celebration, with applause and cheering, then go around one by one, each person sharing a few sentences about why they personally are excited to work with that particular candidate. This makes the candidate feel special and more excited about accepting an offer. Gusto goes one step further, after the call every person who interacted with the candidate is told by the hiring manager to send a follow-up email. The goal is to show the candidate explicit interest from your company, reinforcing your enthusiasm. If the candidate is senior, Gusto will go one step further, asking the C-suite to email as well. Don’t forget to ensure that the hiring manager/recruiter is providing the candidate with the essential details. All the excitement and speed and alignment count for little if you don’t also ensure that the offer is clear . 9999