Here's how you can successfully negotiate and close offers with top candidates as an executive.

Top/high-performing candidates hold strong values and they know exactly what is most important to them. If your company is able to align those items with what your company can offer long-term, then the close process will be a lot easier. In order for a high-performer to join your organization, there has to be alignment. It's not JUST about making a move for top candidates, it's about making the right move that is in alignment with their values and what is most important to them. When there is alignment and your team emphasizes that alignment, the likelihood of a high-performer accepting your Offer inherently increases.

For closing an Interview talk , Employer know that which position he has to fill and what qualifications required for that. Accordingly HR team must prepare an offer but the agreement depends the candidates capabilities and strengths, it should be optimum negotiations with market rate and availability. But the selection of the candidates and agreement align with proposed post and correct matching with position. Don't waiste time and energy for selection of that which not available.

Working in-house, recruiters know the company course. So, talking with top candidates and understanding their needs + knowledge of the company course = could result in elaborating possible career and self-development (professional or personal challenges ) path for the top candidates. Discussing these opportunities, and having identified top candidates’ needs can be a great stat of hiring process.

The recruiter bridges between the 2 parties. The client who wants the best possible person for the vacancy as well as control cost and the candidate who needs to make a career-changing decision that may include a complete change of location, responsibility etc. Closing both parties as often as possible and testing what you have been told, e.g. present someone well suited but with slightly higher pay and see if they would still go for it. This is an area where lots can go wrong and a strong, well managed process is needed.

Research Thoroughly Gather comprehensive information about the candidate’s professional background, career aspirations, and personal interests. Understand their priorities—whether it's salary, career growth, work-life balance, or company culture.

Salary isn't everything. Be prepared to offer a package that caters to various needs. This could include flexible work arrangements, remote work options, additional paid time off, or signing bonuses. Highlighting flexibility demonstrates your commitment to creating a work environment that suits their lifestyle. (Example: "We understand work-life balance is important. Would a compressed workweek be of interest?")

-Pre-negotiation: Understand their career goals and research market value. -Growth Highlights: - Career path transparency - Learning & development opportunities - Impactful and challenging work - Culture of continuous learning -Negotiate Smartly: Be flexible, focus on value proposition, listen actively, and express enthusiasm. -Close the Deal Quickly: Respond promptly, express confidence in their potential, and move fast with the offer. By focusing on growth, you create an offer that excites top candidates and fuels your company's success. It's a win-win.

Top performers crave development. Showcase your company's commitment to their professional growth by outlining training programs, mentorship opportunities, and clear career paths within the organization.

Prepare the Offer Thoughtfully Tailor the Offer: Customize the offer to align with the candidate’s priorities. If a candidate values flexibility, emphasize work-from-home options or flexible hours. Ensure that the total compensation package (salary, bonuses, benefits) is competitive within the market. Highlight the Value Proposition: Clearly communicate the value of joining your organization, touching on growth opportunities, company culture, and any unique perks. Use data and testimonials to reinforce how joining your company aligns with the candidate’s personal and professional goals.

To close the deal with a top candidate, ensure your offer is competitive within the market. This extends beyond salary to include benefits, work-life balance, and company culture. Understand industry standards and how your offer compares. A competitive package demonstrates that you recognize the candidate's worth and are serious about bringing them on board. By aligning your offer with market expectations and the candidate's priorities, you enhance your chances of securing top talent.

Research compensation packages for similar roles. Offer a competitive base salary with a clear bonus structure to ensure the offer aligns with market value and attracts the best talent.

Personal touch is critical for motivating executives to join the company. Executive candidates often have numerous opportunities, and genuine interactions can be a tipping point in their decision. Research confirms that personalization is a valued factor for employees, and executives are no exception.

Incorporating a personal touch can greatly influence a candidate's decision. A handwritten note or a direct phone call from a high-ranking executive makes the candidate feel valued and respected. This personalized attention sets your offer apart from others they may be considering and can be the deciding factor in their acceptance. Such gestures show genuine interest and commitment, making your offer more appealing and memorable.

Express genuine enthusiasm for their candidacy. Highlight their specific skills and how they'll contribute to the company's success. This personal touch builds trust and reinforces their value proposition.

When you sense the candidate is ready to decide, it's time to seal the deal. Summarize the key points of the offer, reiterate the mutual benefits, and express genuine enthusiasm for their potential contribution to your team. Prompt and clear communication at this stage is crucial to maintain momentum and ensure the candidate feels confident in their choice to join your company. This final step demonstrates your commitment and excitement, helping to solidify their decision.

Positive interview experience for both sides sets the stage for sealing the deal. Final discussion, revolves around offer and benefits which is crucial, "nailing the deal" moment. It's an opportunity to solidify mutual enthusiasm and motivation by highlighting the value each party brings to the table.

Key Steps: Pre-Negotiate: Understand their goals & research market value. Highlight Growth: Clear career paths Learning & development programs Impactful assignments Culture of continuous learning Negotiate Smartly: Be flexible, focus on value, listen actively, and express enthusiasm. Close the Deal Quickly: Respond promptly, showcase confidence, and move fast with the offer. This growth-focused approach creates a compelling offer that excites top talent and fuels your company's success.

Be clear and direct in your offer. Outline key details like start date, salary, and benefits in a formal written document. Address any remaining concerns promptly to show your commitment to securing their talent.

If your company offers equity, make sure you’re prepped in case a candidate wants to know:???? - Strike price - Last preferred share price (price investors paid) - Total number of shares - Liquidation preferences This will allow you to calculate the percentage of the company they would own & value it appropriately Credit: Ankur Nagpal

When anyone is switching then one of the important factor that plays eminent role is the attitude and environment experienced by both the sides. When both the sides keep the communication transparent and flowing then it helps to understand each other better for fitment which is evident at executive level.