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  • Writer's pictureBenjamin

๐—ฅ๐—ฒ๐—ฐ๐—ฟ๐˜‚๐—ถ๐˜๐—ถ๐—ป๐—ด - ๐—–๐—น๐—ผ๐˜€๐—ฒ ๐—ง๐—ต๐—ฒ ๐——๐—ฒ๐—ฎ๐—น

Updated: Feb 26, 2022

Youโ€™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!

๐—ช๐—ต๐—ฎ๐˜ ๐—ฒ๐—น๐˜€๐—ฒ ๐—ฐ๐—ฎ๐—ป ๐˜†๐—ผ๐˜‚ ๐—ฑ๐—ผ ๐˜๐—ผ ๐—บ๐—ฎ๐—ธ๐—ฒ ๐˜๐—ต๐—ฒ ๐—ฐ๐—ฎ๐—ป๐—ฑ๐—ถ๐—ฑ๐—ฎ๐˜๐—ฒ ๐—ท๐—ผ๐—ถ๐—ป ๐˜†๐—ผ๐˜‚๐—ฟ ๐˜๐—ฒ๐—ฎ๐—บ?

๐˜๐˜ช๐˜ณ๐˜ด๐˜ต ๐˜Š๐˜ฐ๐˜ฏ๐˜ต๐˜ข๐˜ค๐˜ต: Close the deal starting with the first impression. From the outset, constantly check in with the top candidates.

๐˜Š๐˜ฐ๐˜ฎ๐˜ฑ๐˜ข๐˜ฏ๐˜บ: Highlight the companyโ€™s growth and direction. Show the candidate the latest board deck or walk through a high-level version.

๐˜ˆ๐˜ค๐˜ค๐˜ฆ๐˜ด๐˜ด: Request an investor or advisor with a great backstory to talk with an executive candidate. This can be meaningful.

๐˜Œ๐˜ฒ๐˜ถ๐˜ช๐˜ต๐˜บ: Position the current and future value of owning part of the company and prospering from its success.

๐˜‰๐˜ฆ๐˜ฏ๐˜ฆ๐˜ง๐˜ช๐˜ต๐˜ด: 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.

๐˜š๐˜ฐ๐˜ค๐˜ช๐˜ข๐˜ญ: For a more extroverted finalist, consider inviting them to meet with the team, dinner, or a company event (in person or online).

๐˜Š๐˜ข๐˜ณ๐˜ฆ๐˜ฆ๐˜ณ: Discuss growth in the role. Ideally, provide examples of other employees who grew in their roles and connect them.

๐˜™๐˜ฆ๐˜ญ๐˜ข๐˜ต๐˜ช๐˜ฐ๐˜ฏ๐˜ด๐˜ฉ๐˜ช๐˜ฑ๐˜ด: 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.

๐˜‹๐˜ช๐˜ณ๐˜ฆ๐˜ค๐˜ต๐˜ฏ๐˜ฆ๐˜ด๐˜ด: Find out what matters to the finalist. You can check, โ€œWhat three things would you change about your last/current position?โ€

๐˜™๐˜ฆ๐˜ด๐˜ฑ๐˜ฐ๐˜ฏ๐˜ด๐˜ช๐˜ท๐˜ฆ๐˜ฏ๐˜ฆ๐˜ด๐˜ด: 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.

๐—ฆ๐—ผ๐—บ๐—ฒ ๐—™๐—ถ๐—ป๐—ฎ๐—น ๐—ง๐—ถ๐—ฝ๐˜€

Donโ€™t try to compete on the same level as other offers. Double-down on why theyโ€™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 companyโ€™s success, celebrate closing the deal!

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