The Offer Stage: the perspective of the BD & marketing candidate

I recently offered my top tips to the Firms and Hiring Managers of BD and marketing people at the offer stage (see previous blog). Now, I offer similar tips from the perspective of the candidate:

BD & Marketing Candidates:

• Know your value in the market. Understand your market value, considering both technical background and softer skills. There’s a lot of information available to you, but balance everything that you read. And, talk to your search partner about your value and, importantly, where you fit in the range. (Typically, firms set a salary range for each role based on seniority and experience.) Understand what factors you have (or don’t have) that push you to a certain end of that range. Candidates often put themselves at the top end of a range, but may not have the skills, both technical and soft skills, to prove their worth at that top end. So, understanding the range is one thing, but where you fit in that range is another - and will differ depending on the role you’re pursuing.

 

• Disclose your salary expectation early. Share with the hiring manager or HR professional what your salary expectation is right from the start. This is easily done if you know your value in the market. (Note: disclosing your salary expectation is not the same thing as disclosing your salary, which in some states and cities is now banned; see earlier blog addressing this issue) This puts everyone on the same page from the get-go. Additionally, go one step further and inquire as to whether your expectation matches the range the firm has set for this role. Its important to have this discussion early on.

 

• You shouldn’t need to negotiate. Because you know your value and have disclosed your salary expectation, when the offer is communicated, there shouldn’t be the need for any negotiation. Everyone should already be on the same page. (Of course, if the above steps haven’t been followed, get ready to negotiate.) The only time negotiation is warranted – in my view – is if something has changed with your salary expectation along the way, for example, you may have been promoted. And, even if this happens, it should be communicated to the hiring firm straight away. There should be zero surprises at the offer stage.

 

• Accept promptly. As you are now both aligned on salary expectation and where you fit within the range, the offer that comes out from the firm will typically meet your expectations. Firms do for the most part want to offer competitive salaries and want to meet your expectations. So, accept promptly. Its reasonable to take a day or two to consider the offer and inquire as to the full benefits, but then don’t keep people waiting. It’s in both of your interests to close out the deal in a timely fashion.

 

• Counteroffer. Think about whether your firm may make a counteroffer. Some firms make the strategic call to do this, rather than try to hire ‘another you’. Know what your response will be and how you will deal with this scenario before it happens. Your search partner will also be experienced in dealing with these issues. Keep in mind that the firm who has just make you an offer will be very sensitive to game-playing when it comes to counteroffers. Be honest and act promptly during this time; again, its in both of your interests to close this out promptly. And remember, you sought out this opportunity for a reason. I see too often people stay for a counteroffer and then regret it down the road.

 

• Be professional and responsive. The stress of the offer stage does wear some people down. And typically it follows a pretty thorough meeting and interview process that has been going on for some time. Remember to continue to respond quickly and to always be professional, even if the people you’re dealing with in your new firm at the offer stage aren’t the people you might be working with. People’s true colors can show during times of stress, and I’ve seen unnecessary negative impressions being formed by both sides because of the stress during these times.

The offer stage doesn’t have to be daunting. If the right information is shared at the start, and the right conversations are had to ensure expectation alignment, the process can, and will, go very smoothly. These are exciting times for both the candidate and the firm; do them correctly and they will be enjoyable.