By: Rachel Williams
As a dedicated recruiter, it pains me to see a skilled candidate receive a job offer that doesn’t meet their expectations. When this happens, I can sense their enthusiasm fading away through the phone. Despite all their hard work, the offer falls short of exciting them about the next step in their career.
In such disheartening situations, I make it my mission to advise candidates to respond professionally and avoid any rushed emotional reactions that they may later regret. I always ask them to take at least 24 hours or the weekend to think about the job offer. During this reflection period, I urge candidates to pause and re-evaluate their motivations and priorities. Was this job search driven more by compensation itself or the nature of the role and the potential for professional growth? There was likely a reason why the candidate was pursuing this opportunity proactively before receiving the compensation details. Do the pros outweigh the cons or vice versa?
Recently, a job offer was made to my candidate. During the negotiation phase, they stated that they would be willing to accept $5,000 less than their expected salary if they were offered a sign-on bonus. This candidate made it clear that they would not accept anything lower than that, and that the bonus was a necessary condition for him. In turn, the company made the offer at a reduced salary but without the sign-on bonus. Additionally, they changed the position to a senior manager role, which resulted in a 5% decrease in the bonus. The candidate was not upset about the change in job title but was disappointed that the company did not acknowledge his request for a sign-on bonus. Over the weekend, they thought about the job offer, and their financial requirements, and decided to decline it on Monday. After some time, the company re-offered the candidate their original salary expectation, along with the sign-on bonus. In the end, they accepted the job offer, but after a week, withdrew acceptance. Even though this role would allow them to grow professionally while staying in the area, ultimately, they decided to stay with their current company.
Most compensation negotiations happen during the verbal offer stage. As a candidate, it’s vital to ensure you negotiate all non-salary components at that point – additional vacation days, work schedule flexibility, health benefits, etc. This is also the ideal window to ask any outstanding questions about the offer or the company before a formal written offer is extended.
Without a doubt, disappointing job offers hurt. However, going through the interview process is never a waste of time. It can help you better prepare for future interviews or expand your professional network by connecting with industry insiders. At the end of the day, a job offer still signifies that someone sees talent and potential in you as a candidate, even if the compensation does not meet your expectations. I advise that you focus on that optimism while also maintaining clarity on the salary, work responsibilities, and culture combination that best supports your career goals and personal needs at this juncture. This is merely a stepping stone toward finding that ideal fit.
My role as a recruiter means wearing many hats–career coach, industry advisor, and psychologist! But guiding candidates toward positive outcomes, whether that means taking a revised offer or confidently seeking alternatives, makes it profoundly rewarding work.