Attracting top talent is only half the battle—securing them requires a compelling offer. The best candidates often have multiple options, so if your offer isn’t competitive or engaging, you risk losing them to another employer. Here’s how to craft an offer that makes candidates excited to say yes.

1. Understand What Matters Most to the Candidate

A one-size-fits-all approach doesn’t work. The best way to create an irresistible offer is to tailor it to what the candidate values most.

• Compensation: Salary matters, but candidates also consider bonuses, equity, and benefits.

• Career Growth: Many candidates prioritise learning opportunities, promotions, or leadership pathways.

• Work-Life Balance: Flexibility, remote work options, and extra leave can be key decision factors.

• Company Mission & Culture: Some candidates are motivated by meaningful work and alignment with company values.

2. Offer a Competitive Salary (But Sell More Than Just Pay)

Compensation is a crucial factor, but it’s rarely the only one. To ensure your offer stands out:

• Benchmark salaries. Research market rates to avoid underbidding and losing talent.

• Be transparent. If you can’t match a competitor’s salary, highlight other valuable benefits.

• Frame total compensation. Show the full picture, including bonuses, stock options, and perks.

3. Highlight Non-Monetary Benefits That Add Real Value

Candidates increasingly look beyond salary when evaluating offers. Stand out by showcasing perks that matter.

• Professional development. Funding for courses, certifications, and mentorship programs.

• Wellness benefits. Gym memberships, mental health support, and wellness stipends.

• Flexible work arrangements. Hybrid or remote options can be a major draw.

• Additional leave. Extra paid time off, parental leave, or sabbaticals can make your offer more attractive.

4. Personalise the Offer Delivery

How you present the offer is just as important as the details within it. Make it feel exclusive and tailored.

• Deliver it personally. Whenever possible, discuss the offer over a call or in person rather than just sending an email.

• Express enthusiasm. Let the candidate know why you’re excited about them joining.

• Acknowledge their concerns. Address any hesitations and be open to negotiation.

5. Give Them a Reason to Say Yes Quickly

Top candidates won’t wait forever, and a slow process increases the risk of losing them to competitors.

• Set a clear deadline. Give a reasonable timeframe for their decision.

• Create urgency without pressure. Frame the timeline positively (e.g., “We’d love to finalise this soon so we can start planning your onboarding.”)

• Offer a seamless transition. Explain how you’ll support them in joining, from relocation assistance to an onboarding plan.

6. Be Prepared for Counteroffers (and How to Handle Them)

If a candidate is highly sought after, expect a counteroffer from their current employer or other companies.

• Ask about competing offers early. Understanding what they’re weighing helps you position your offer better.

• Reinforce why your role is the right fit. Focus on long-term career growth, culture, and unique benefits.

• Know when to walk away. If a candidate is only motivated by salary and keeps pushing for more, they may not be the right fit.

7. Follow Up and Keep the Excitement High

After a candidate accepts, keep engagement high before their start date to prevent second thoughts.

• Send a welcome message. A quick email or call from leadership can reinforce excitement.

• Share onboarding details. Give them a sense of what to expect in their first weeks.

• Include them in team communications. Adding them to Slack or company updates (where appropriate) can help them feel part of the team before they even start.

Final Thoughts

A great job offer isn’t just about money—it’s about creating a package that aligns with what the candidate truly values. By understanding their priorities, offering more than just a salary, and delivering the offer in a way that feels personal and compelling, you can increase your chances of landing the best talent. Make them feel wanted, and they’ll be excited to join your team.