You’ve laid the groundwork (a clear job posting, effective screening, insightful interviews, and careful screening) and invested a lot of time and energy into recruiting the best.
Now you are ready to close this deal!
𝗪𝗵𝗮𝘁 𝗲𝗹𝘀𝗲 𝗰𝗮𝗻 𝘆𝗼𝘂 𝗱𝗼 𝘁𝗼 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲 𝗷𝗼𝗶𝗻 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺?
𝘍𝘪𝘳𝘴𝘵 𝘊𝘰𝘯𝘵𝘢𝘤𝘵: Close the deal starting with the first impression. From the outset, constantly check in with the top candidates.
𝘊𝘰𝘮𝘱𝘢𝘯𝘺: Highlight the company’s growth and direction. Show the candidate the latest board deck or walk through a high-level version.
𝘈𝘤𝘤𝘦𝘴𝘴: Request an investor or advisor with a great backstory to talk with an executive candidate. This can be meaningful.
𝘌𝘲𝘶𝘪𝘵𝘺: Position the current and future value of owning part of the company and prospering from its success.
𝘉𝘦𝘯𝘦𝘧𝘪𝘵𝘴: Check how your company benefits line up with their expectations. In some cases, you may be able to tailor benefits after a period of time with the company.
𝘚𝘰𝘤𝘪𝘢𝘭: For a more extroverted finalist, consider inviting them to meet with the team, dinner, or a company event (in person or online).
𝘊𝘢𝘳𝘦𝘦𝘳: Discuss growth in the role. Ideally, provide examples of other employees who grew in their roles and connect them.
𝘙𝘦𝘭𝘢𝘵𝘪𝘰𝘯𝘴𝘩𝘪𝘱𝘴: Let the candidate talk with anyone who will be heavily involved in their work. Check with the candidate later and address any further questions or concerns.
𝘋𝘪𝘳𝘦𝘤𝘵𝘯𝘦𝘴𝘴: Find out what matters to the finalist. You can check, “What three things would you change about your last/current position?”
𝘙𝘦𝘴𝘱𝘰𝘯𝘴𝘪𝘷𝘦𝘯𝘦𝘴𝘴: Once the deal is in motion, communicate steadily. The candidate is ready to switch jobs and will be open to other offers, so you need to stay top of mind.
𝗦𝗼𝗺𝗲 𝗙𝗶𝗻𝗮𝗹 𝗧𝗶𝗽𝘀
Don’t try to compete on the same level as other offers. Double-down on why they’re considering your company and work to support them.
By demonstrating your commitment to their aspirations before even working there, you make the best impression.
For candidates who do not make the cut, but were close, and for those who decide to take another offer, stay in touch.
Your situations and theirs may change soon, so reach out quarterly.
Once onboard, make sure the new employee still feels special. Buy them lunch the first week, give/send them swag, and announce their arrival to the whole team.
As a milestone in the company’s success, celebrate closing the deal!