We Just Fudged a Job Offer…
Recently, we lost out on a hire for a customer. And yes, it stings. Another employer beat us to the punch by pitching their offer better, bringing the candidate into their office to finalize the paperwork, and sealing the deal with team drinks. By the time we called to close our offer, the candidate was already in the bar with their new colleagues. Ouch.
In this case, our customer was fully remote and lost out to a local player… but honestly, we could’ve done more. So, lesson learned (again). Here’s what this experience reminded us about making job offers that actually get accepted:
🚀 Speed Wins
Once you know they’re the one, don’t wait. The longer you delay, the more time other employers have to make their move. Speed is not just a convenience—it’s a competitive advantage.
Case in point: One of our customers in the AI space pitched an offer the evening after interviews. The founder personally called the candidate, explained why they were the perfect fit, and got the signed offer back in 24 hours. No delays, no second guessing, just decisive action.
Takeaway: As soon as you’ve made your decision, act. Candidates shouldn’t have to wait while you “process paperwork.”
🔠 Pitch It Personally
An email with a PDF attachment won’t cut it. At this stage, you’re not just sending an offer—you’re making a connection. People want to feel wanted, not like they’re just another item on your to-do list.
When you pitch the offer, get personal:
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Share the “why.” Why are they critical to your mission? Why are they the perfect fit?
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Talk about their future. Show how this role aligns with their career growth and personal goals.
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Build excitement. This isn’t just a job offer; it’s a chance to be part of something meaningful.
A founder’s voice matters here. It’s not just HR’s job to close the deal—you need to step in and sell the opportunity personally.
🍴 Create a Memorable Aftertaste
The offer doesn’t end with a signature. In fact, that’s just the beginning. The way you make a candidate feel during this stage sets the tone for their relationship with your company.
Here’s how to leave a great impression:
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Celebrate the win. Take them out for dinner or drinks to welcome them onboard. Even if you’re fully remote, find ways to connect—maybe a virtual toast or sending a local dining gift card.
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Go the extra mile. A thoughtful welcome gift or a handwritten note goes a long way in making someone feel valued.
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Keep in touch. Check in a few times before their start date. Share updates about the company, involve them in onboarding plans, or just ask how they’re doing.
It’s not just about filling a role—it’s about creating loyalty and excitement before Day 1.
Final Thoughts
A great job offer isn’t just numbers on a page. It’s an experience. It’s about moving fast, making it personal, and creating a moment that sticks. The faster, more thoughtful, and more memorable you make the offer process, the better your chances of landing top talent.
As for us? We’ll be doubling down on these principles to make sure our customers never lose out again. Lesson learned—and applied.
See some more tips here for offering Stock options
How do you make your job offers stand out? Let’s hear your tips!
#Hiring #JobOffers #Startups #Founders #Fundedclub
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