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Perfecting The Pre-Offer Stage
And becoming an offer whisperer
Tal Zamir
February 16, 2025
My Framework and Template: Perfecting the Pre-Offer Stage
What do you do when your client says “We’re ready to discuss an offer with X”?
Do you dance a jig? You should! 🪇
(And I’d love to see the jig)
Then what?
Let’s take a step back in time:
When I first started recruiting, anytime a hiring manager started talking about an offer, I envisioned myself at the 2 yard line.
I was ready to give the ball to the hiring manager, have them run into the end zone and celebrate our win. 🥳
But here’s what I learned very quickly:
That’s NOT how to optimize this precious moment.
In reality, we were at the 20 yard line and had to run a few strategic plays in order to get to that celebration. 🤔
(I’m not usually a football analogy guy but ‘tis the season!)
Why were we further from a signed offer than it seemed?
Because most hiring teams aren’t that good at finalizing an offer.
And more senior clients (CEO’s for example) want US to finalize the offer for them anyways (they are smart!). 😎
To add to the mix:
Candidates definitely don’t know how to navigate this stage.
And, honestly, candidates tend to say stupid things that can even derail the whole offer. (I have TOO MANY examples of times this has played out and I had to rush in and make a save!) 🙄
Conclusion: As recruiters, we have a significant advantage and incentive to be heavily involved in this step of the process.
Everyone benefits!
It’s a win-win-win. 🙌🏻
So, whether you have an established process for what comes next or not, I want to pull back the curtain on what has worked for us over the years.
And show you how we maximize our chances of turning a pre-offer jig into a signed offer dance-athon! 🕺🏻
🔥 TLDR: When a client says “offer”, recognize that this is your time to add significant value. Start a thoughtful process to identify both sides’ expectations, lead the conversation and maximize everyones’ chances of success.
In this article, we’ll cover our framework for the pre-offer stage.
Here’s what we’ll cover below:
What is the Pre-Offer Stage?
Step 1: The Client Call
Step 2: The Candidate Call
Step 3: Preparing the Pre-Offer Summary
Step 4: Guiding the Offer Presentation
If you’re looking for even more insight and pro-tips, we’ve documented our framework in 2x more detail here. 🔍
And you can download our Pre-Offer Template here. 🎁
Let’s dive in!
What is the Pre-Offer Stage?
When we realized we needed to get more involved, we decided to create a new step in the process.
We called it the “Pre-Offer Stage” because it was a definitive moment BEFORE an offer is delivered.
Our overall goal is to land on an offer that’s accepted by both sides with NO NEGOTIATION. 🤝🏻
An ideal offer is one with a set of terms that BOTH sides AGREE to.
Which means that we want the “negotiation” to happen in the pre-offer stage with us as ambassadors.
Incredibly, by simply defining it differently, it takes some charge out of the process for both sides.
AND provides the ground for more of a conversation than a negotiation.
Yes, ultimately things might turn into a negotiation.
But we create the space for alignment before that moment. 👀
🔥 TLDR: The pre-offer stage is a step to start an open exploration of “what an offer could look like” with both sides, to assess alignment and, if successful, achieve a NO NEGOTIATION offer.
Step 1: The Client Call
The first step in our pre-offer stage is a detailed conversation with our client.
Using our "Pre-Offer Template," we guide the discussion to cover the following:
Title
Reporting Structure
Compensation (including base, bonus, equity/commission)
Signing Bonus
Benefits
Start Date
In-Office Policy
Non-negotiables
The goal in this first client conversation is to understand our client’s acceptable ranges for all the variables above. 🗝️
Important: We work to move the client from any fixed, hard numbers to ranges because that maximizes the chance for a successful outcome.
The outside bounds of these ranges become the client’s non-negotiables.
🔥 TLDR: The first conversation with the client will cover all of the major elements of the offer. It’s important to get acceptable ranges from the client on as many variables as possible, rather than fixed, hard numbers.
Step 2: The Candidate Call
We then schedule a call with our candidate.
We don’t preview the topic of the conversation as this can be a nuanced call that can go in different directions.
The following are the steps to getting this call done correctly:
Kick-off with positive feedback: Provide positive feedback from the team (and make it personal). Communicate that they are the top candidate and “we’d like to explore what an offer could look like.”
Inquire about offer readiness: We ask the candidate if they are ready to discuss an offer, an often overlooked step. Assuming the candidate is ready and excited, we move forward.
Review the pre-offer variables: We ask the candidate for their offer expectations. Again, our goal is to identify ranges not hard numbers.
Discuss other opportunities: We discuss other interview processes the candidate is pursuing and offers the candidate is expecting.
Cover all bases, reduce surprises: We discuss compensation they might be leaving on the table (if employed), employment agreements they have signed, planned vacations and references.
Pro-tip: Toward the end of the conversation, we ask our candidates to articulate “what will be their decision-making process if they were to get an offer that meets their expectations?” This helps flush out anything else the candidate hasn’t mentioned (like “I want to review this with my family”, which is important to know).
Our goal in this call is the following:
Prepare the candidate for an offer - mentally and structurally
Start setting expectations based on the client’s expectations and their non-negotiables
Flush out any potential surprises
Create alignment for EVERY aspect of the potential offer
Identify any potential mismatch or conflict that might arise - and start exploring creative alternatives
Pro-tip: A few examples of potential mis-matches I’ve had to deal with (and possible solutions) 👇🏻
Base salary too low - Explore equity, performance bonus, and signing bonus.
Title not what candidate expected (while this shouldn’t be a surprise, it happens) - Inquire into the “why” (there’s probably something there).
Bonus timing is different than current package - Explore creative bonus payout in first quarter/year or a signing bonus.
Bonus or equity left on table - In my experience, most clients won’t pay for this so I tend to push back as soon as it’s raised. Explore signing bonus, if you know client is open to it.
🔥 TLDR: The candidate call is a critical, nuanced call where you need to lead them from “Are you ready to discuss an offer?” all the way to their non-negotiables while identifying any surprises. It’s important NOT to start negotiating in this call while gently pushing back on areas you know are the client’s non-negotiables.
Step 3: Preparing the Pre-Offer Summary (For our Client)
Once we’ve completed these two conversations, we use the Pre-Offer Template to create a Pre-Offer Summary for our client, which becomes the blueprint and source-of-truth for the offer. This summary should outline the following:
Areas of alignment between client and candidate
Areas of conflict or negotiation, if any, and potential solutions
Recommendations for next steps and, possibly, presenting the offer
🔥 TLDR: Use the Pre-Offer Template to create a Pre-Offer Summary that you’ll present to your client to guide the conversation.
Step 4: Guiding the Offer Presentation
If there’s full alignment, we work with the client to finalize all elements of the offer. 💪🏻
We then determine the best way to present the offer.
In our experience, a verbal offer delivered by the hiring manager by phone or video is ideal for maintaining a personal touch and addressing any immediate questions.
If there are unresolved issues, we hold off on a verbal offer and we take the candidate through another round of discussions to explore compromises and options that might work for both sides.
We try to NEVER* schedule a call for the candidate and client to discuss the offer unless we have full alignment (*yes, some exceptions do come up and we cover that in the 2x deep-dive).
🔥 TLDR: Review the Pre-Offer Summary with the client and your recommendation for next steps. Position yourself as a neutral party working to get the parties on the same page, identifying obstacles and crafting solutions.
Pro-tip: A Note About Tone and Advocacy with the Candidate
We work hard to be the candidate’s advocate and make every effort to get them everything they need. 💚
Since most candidates understand that we’re paid by the client, we’ve found that demonstrating strong advocacy sets the right tone for trust and collaboration.
🔥 TLDR: Candidates know we’re paid by clients. Position yourself as an advocate to the candidate and you’ll earn their trust.
Why This Framework Works
Our pre-offer framework isn’t just about aligning on compensation.
It’s about building trust with the candidate, creating alignment, minimizing surprises and setting the candidate and client up to have a smooth offer conversation. 👀
Our goal is a no-negotiation offer conversation between candidate and client.
We’re in the middle, smoothing out all the rough edges.
🔥 TLDR:
If you’re looking for a way to improve your offer process, implement your own version of a pre-offer framework.
Or use ours!
It’s a game-changer for ensuring alignment and maximizing every precious offer opportunity.
Advice for New Recruiters
Don’t rush into delivering an offer to a candidate (unless there’s time pressure from other offers).
Insert yourself as a strategic advisor to the hiring team.
Tell the client your process and explain how and why it works.
Use a tool like our “Pre-Offer Template” as the source of truth to guide the offer.
Don’t forget to incorporate the candidate’s other interview processes into the timing and pace of the offer process.
Advice for Experienced Recruiters
If a candidate isn’t ready to enter into an offer discussion, don’t rush into it. Explore what areas the candidate still needs to learn about and gain confidence in.
Even with senior level candidates and clients, insert yourself into the process - don’t assume that years of work experience translates to experience navigating offers.
Identify the client’s and candidate’s non-negotiables early in the process so that you can set both sides’ expectations (and explore alternatives).
Get a "pre-commitment" from the candidate before a verbal offer is delivered. For example: “If the client can put together an offer with X, Y and Z – will you accept that offer?”
Set clear expectations, especially with the candidate, on when they will hear back about each next step. Meet or exceed those expectations.
A Tool I’m Testing: Kondo
Have you heard of Kondo? It’s a tool for managing your LinkedIn messages/inbox using a smarter and more efficient UI.
In their words, Kondo is “Superhuman for LinkedIn” (referencing Superhuman, which is used by 50k+ users).
I started using it this week and I'M LOVING IT! 🙌🏻
My favorite feature: Creating folders to segment groups of contacts (e.g. client prospects, candidates, partners, VIP, etc.) so that you I easily focus on specific tasks (30 mins doing client prospect outreach, for example).
Want to see me using Kondo? Surprise! I made a Loom video for you. 🎁
If you’d like to try it out:
And get more efficient than you’ve ever imagined! 🚀
Mindful Minute
How much time each day are you distraction free?
Free of your computer 🙈
Free of listening to a podcast 🙉
Free of family, kids and other obligations 🙊
This is an opportunity to find time for yourself every day.
It doesn’t mean a meditation practice, although that’s great!
It could be:
A walk without headphones 🚶🏻
A drive without podcasts or music 🚘
A moment of rest on the couch with no interruptions 🛋️
There’s a reason we have great ideas in the shower.
Or in transition between one thing to another.
So treat yourself to this time. 👈🏻
To reset and let your mind wander.
And be more rested and ready for the rest of your day. 😌
And I’ll do the same.
Amen.
One Fun Thing: My Desk Hack
What’s that one thing that you have on your work desk that gives you joy or is a productivity hack?
Mine is my hot water kettle. 🫖
Especially in the winter, I love drinking hot tea all day.
And a water kettle on my desk means I don’t have to go anywhere to enjoy it.
It’s a treat AND a time-saving hack. 🙌🏻
I start with a one gallon pitcher of water every morning and one tea bag.
And my day gets started on the right foot!
My kettle of choice: I absolutely adore my Fellow EKG Electric Kettle
(Caveat: they are expensive but I got a discount because they were a client 😉)
What’s your favorite desk joy or hack?
Reply back and I’ll curate a list for everyone next week.