closing time: last call for the offer you want

trust me, take a trip here down the semisonic memory lane

open role: founding marketer (growth/demand gen)

this is the founding marketer for a seed stage org that just came out of stealth and already has $700k+ in ARR, $150k in revenue currently in POC and $1M+ in pipeline.

they’re a yc startup that’s solving the seo for the modern era (chat, claude etc)

• first in marketer, 2nd gtm hire (founding ae started last week)

• while it’s all things marketer, this is really a demand gen/growth marketing role

• build and run the marketing playbook from scratch, reporting to the CEO

• you have 5-8 years of experience (more doesn’t hurt)

• you’re excited to be in the weeds with your sleeves up

interested? apply here

active candidate: enterprise sdr

• 3+ years of saas sdr experience, never once missing quota

• moved to sf 8 months ago and hasn’t missed quota but is with the wrong org

• consistently the #1 rep companywide and in office 5 days a week (downtown sf)

• looking to join an org where he can see a clear path to becoming an ae in a year

want to chat with them? email me

my 2 cents: 

when it comes to offers, counter offers, how to close the deal, etc there are endless thoughts and opinions on what is right, wrong and in-between.

i want to specifically speak to how to get the deal done, when it’s not a one and done offer. are you off a few grand, is equity low, does the candidate want too much money or a crazy start date?

whatever it is, there’s almost always a satisfactory middle ground and if you’re not landing on it, it’s likely because you’re missing something staring at you right in the face.

hiring managers:

if you’re held up with a candidate, it typically boils down to 1 of 3 things

1. comp: base, bonus or equity, this is the most common sticking point I see and largely the easiest one to overcome if you do it right.
   

2. title: with most candidates this looks like having “senior” in front of their title or being called a “head of” instead of “founding ______”.
   

3. your effort: have you made it hard for them to want to say yes? did you put them through a gauntlet before making an offer? did you put your best foot forward and actively try to get them excited about your opp from day 1?

this is really basic stuff and in the off chance that i have an offer get declined, it almost always comes down to something that could have been avoided on one side or the other.

so, as a hiring manager, how do you avoid declines?

be clear from the jump. know your salary range and title options from day one and as soon as you think they’re a viable candidate, start that conversation. a great way to open that dialogue is with curiosity. lead with more questions than statements.

• what do you have in mind for comp?

• what do you value most: base or ote?

• how much weight does equity carry for you?

• would you take a lower cash comp for more equity?

this isn’t about you bending to them, it’s about knowing what your candidate values most so you can get your first offer accepted with excitement.

if your offer package looks identical at the offer stage as it did when you first opened the search you’ve either found the perfect fit or you didn’t ask enough questions.

candidates:

so, you have the offer in hand and it’s just not what you wanted… what do you do?

1. know your target: if you don’t know what you need to get the deal done, then you’re wasting your time. know exactly your target

   • ideal comp: ideal base, ote, equity

   • ideal title: do you really need to be the vp when you have no direct reports?

   • misc: start-date, benefits, pto etc. what do you truly you care about?

2. know your range:

   • comp: is there really that big of a difference between $200k and $190k when it comes to a dream opp? no? then what’s your limit?

   • title: you’re the first-in marketer for a seed stage org. what’s your title? do you care? do you need to be the vp? does calling yourself a cmo actually matter? what are you ok with and what’s too “low”

   • misc: is pto the only option? do you prefer set times/weeks? want to push out your start date a month but you’re wiling to start sooner?

3. know your priorities:

   • comp: base, bonus, equity - what’s the order here? what do you care most about and where are you most flexible.

   • title: if you’re indexing too much here you’ll quickly lose bargaining power in the most important things over semantics. if title is a top priority, you’re over-indexing on the wrong thing. this is an easy trap to get tangled up in. don’t fall for it.

   • misc: this is a distraction and one that i’ve seen take down some really great offers because candidates just couldn’t let go of their favorite insurance provider or the extra day of pto a year… promise it’s not worth focusing on.

so, how do we leverage the above?

this is getting a bit long, so i’ll keep it short. it’s all about give and take.

the best way to close a manageable gap between the offer you have and offer you want is to run a simple if/then scenario.

if we can get the base to _____, then i’ll sign today.

if you can increase equity to _____, then i’ll start on the sooner start date.

if you meet me where i’m at in one area, i’ll come to you in another area

if all you’re doing is expecting them to bend to you, you’re putting the deal at risk and chances are that it’s pride getting in the way. be humble. pull your head out of your bum. bring something to the table that shows buy in and you’re much more likely to get what you want.

TLDR:

• closing a deal starts with the first conversation.

• know your needs and goals and be clear but flexible.

• give to get - if they give, what do they get?

• be humble. don’t be a jerk.

music for your friday

my brother would have turned 38 last week and this was his favorite guy clark song and boy do i miss him. hope you enjoy it.

and of course, i couldn’t not post this 90s banger