Lock In Your Perfect Hire Without Making an Offer

“The A-Players Aren’t On the Market — They’re on Our Call List.”

Good recruiting is good sales for the right people at the right points in the process. As you’re assessing them, they’re assessing you. A-Players always have options — here’s the plan to lock in your perfect hire without ever making an offer.

The concept: get a series of small “yeses” and surface any objections to accepting an offer while you assess them. Keep asking if the candidate has questions, so that when it’s finally time, you’re not making an offer — you’re setting a start date. This happens in four phases.

Watch the Video Walkthrough

Phase 1: Needs Analysis (Start of the First Interview)

Learn what matters to this candidate before you ask them anything or pitch your company. Open with:

“Before I ask you any questions and tell you about our company, let me ask you — what is important to you in a company home?”

This does three things:

• ✓ It shows you care — something most companies don’t do, and something candidates notice
• ✓ Their answer shows how closely their core values line up with yours
• ✓ It shows you exactly how to sell them on the role, since A-Players have options

Phase 2: After the First Interview

Ask questions like:

• ✓ What are you liking about the company?
• ✓ What fit are you seeing?
• ✓ Do you have any concerns?
• ✓ How do you see the culture fit?
• ✓ What other questions do you have?
• ✓ How would you compare us to other companies you’re talking to?
• ✓ Are you speaking with other companies?

If they are: “Would you do me a personal favor and not accept any offers before coming to me?” — they always say yes.

Phase 3: After the Second Interview — Test Close

“You’re looking really good for this company and this position, and we see a potential bright future with you. If we were to make you a reasonable offer, would you accept? What, if anything, would be standing in your way?”

“Have you spoken with a significant other, family, or anyone else you may need to speak with?”

That second question heads off the biggest delay tactic before it happens.

Phase 4: Making an Offer Without Making an Offer

This must happen verbally first, so you can address concerns in real time — then follow up in writing.

Step one — text or email the candidate:

“Can I get just a 5-minute call with you to wrap up this conversation we’ve been having?”

Then, on the phone or on video:

“You can feel really good about the way you’ve comported yourself in this process. Everyone here has really enjoyed getting to know you and has confidence in you, and we can see you as part of our team. You showed us A, B, and C, and you also have X, Y, and Z. (Be specific.)

We think you fit here, and we think we’d have a lot of fun growing the business with you while helping you grow in your career. So we’ve put together a package we think will be great for you and your family.

You said X, Y, and Z were important to you — and we’re able to provide X, Y, and Z. (Flexibility, upward mobility, culture — whatever their hot buttons were.)

The last thing any of us wants is a messy back-and-forth with your current company or other companies, so we’ve put together this package because we know it’ll benefit you long term, along with everything you’ll have the opportunity to grow into here.

The package is this, this, and this. (Lay it all out.)”

Close:

“We would like you to start on Aug 15th.”

Then stay silent until they respond. Don’t ask, and don’t make an offer — just assume the close.

The Five-Minute Wrap-Up Call, In Sum

1. Compliment specifically
2. Recap alignment on both sides
3. Recap their needs and how you’re meeting them — the last thing anyone wants is a messy back-and-forth
4. Present the package
5. Silence

If There’s Resistance or Objections

Handle it the way any good salesperson handles an objection:

1. Ask for clarity
2. Clear up confusion and provide information or a solution
3. Check for acceptance

Do all of that, and you’ll have as good a chance as possible of bringing your A-Player on board.

Disclaimer: This guide is provided for general information and educational purposes only and is not a substitute for legal advice. Before taking any actions upon this information, we encourage you to consult with appropriate professionals regarding employment decisions specific to your situation. Use of this guide is solely at your own risk.