5 Ways to Win Your Candidate During the Offer

5 Ways to Win Your Candidate During the Offer

You’ve conducted the initial executive search and several rounds of interviews; now you’ve found THE candidate who will bring that edge you’ve been looking for to your organization. Your work is over, right? Not quite.


Hiring managers often make the mistake of thinking the work is finished after they have made the offer, but maintaining focus and staying engaged in the final moments of the recruiting process are critical to securing a candidate.


You may be tempted to assume candidates are interested because they remained in the recruiting process. After narrowing the pool down to one choice, though, the decision to accept now lies in the hands of the candidate. With the finish line in sight, your organization must see the recruiting process through to receive a “Yes” from the other side of the table.


Today on The Water Cooler, we discuss 5 ways to ensure that you come out on the winning end when making an offer to a candidate.


Ask the Right Questions


To win your candidate, you must first master your phrasing. Instead of asking if a candidate wants the offer, ask if they want the job.


Every candidate wants an offer; receiving it makes them feel wanted and like they “won” the recruiting process. What hiring managers do not want, though, is to extend an offer that will be rejected.


Asking the candidate if they want the job can help you avoid delivering an offer that will be turned down. You may learn that, while the candidate is interested, they still have questions about the opportunity. Allowing them the chance to complete their own vetting process leads to more informed decision making and a higher likelihood that they will accept. Moreover, once the candidate has finished their own evaluation process and communicated that they want the position, you can decide how to craft the offer.


Find Out What Matters


From vacation time and healthcare to equity and retirement plans, candidates place different priorities on different offer components. Understanding what matters most to the candidate is critical in making a successful offer.


For example, when relocating candidates, covering or subsidizing one-time moving costs speaks volumes to them and their families. Spouses/significant others, children and other family members will be equally impacted by relocation, and their opinions may influence a candidate’s final decision. Making the gesture to assist with the move can garner buy-in from everyone involved, including the candidate, and lead to an accepted offer.


Get Creative


Creativity with compensation, benefits and other offer components can play a crucial role in ensuring a “Yes” from your candidate. Unable to raise the base salary for the position? Try including a signing bonus or adding additional vacation time to increase compensation. Providing equity, long-term incentive plans (LTIPs) or accelerated vesting can also help sweeten the deal for a candidate.


Outside of competitive compensation, companies may also offer car allowances, monthly parking, flexible work hours or the opportunity to work remotely in order to attract candidates. No matter what benefits you choose to provide, make sure that you continue to think about what matters most to your candidate.


Make It Personal


No one likes the generic “Dear Candidate…” email. Both your organization and the candidate invest time and resources into the process, so see the effort through by making your offer over the phone or in person.


Verbally extending an offer also doubles as a safeguard to rejection. Directly talking with candidates provides them the opportunity to ask any final questions they may have about the role, as well as presents the opportunity for them to accept before you initiate the necessary paperwork.


You should also allow a candidate adequate time to think over and respond to an offer. Delivering an offer on a Friday is advantageous. Your organization won’t lose any working days while the candidate considers the offer, and the candidate has a chance to unplug, process and discuss with other potential decision influencers before accepting.


Put Your Best Foot Forward


With a solid understanding of your candidate’s needs and goals, you can craft an offer letter that will be accepted outright, rather than entering into a negotiation.


Putting your best offer forward indicates that there is less to negotiate and signals how the candidate will be treated in the future at your organization – like their needs are being met versus being “nickel and dimed” each year with raises and bonuses.


Recruiting firms provide a major advantage in this final step; as third party providers, we are able to prompt candidates to disclose their true financial/benefits figures to understand what the best offer should look like and ultimately bring both sides of the table together.


Making an offer is a big step for both your company and the candidate. Completing the entire recruiting process is key to not only winning the candidate but also setting your organization up for success to retain top talent.


Want more insight? Check out our latest article Philosophy, Data and Structure; A Simple Guide to Executive Compensation or contact us to discuss your hiring needs for your next critical role.

New Opportunity: Corporate Development Manager

By Christine Kennedy • March 12, 2025
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com

The 4 Letter Word That Every Private Company Should Know About – LTIP

By Greg Togni • March 10, 2025
Long Term Incentive Plans (LTIPs) and Why to Implement Executive compensation is a nuanced and multifaceted subject that involves a delicate balance between rewarding top talent and aligning their interests with the long-term success of the organization. Typically, executive pay packages consist of three primary components: base salary, annual bonuses, and long-term incentive plans (LTIPs). While base salary and annual bonuses have historically been the most visible and commonly discussed elements of executive compensation, LTIPs are increasingly being recognized as the third and arguably most important leg of the stool. LTIPs serve as a tool for aligning the goals of executives with those of the company over the long term, offering rewards that are tied to the sustained growth and profitability of the organization. As businesses evolve and face growing challenges, LTIPs have become a central component in shaping how executives are compensated, ensuring they remain focused on creating long-term shareholder value. Over the past 75 years, LTIPs have been a common feature in public companies, where stock options, performance shares, and other equity-based incentives align executives with shareholder interests. It hasn’t been until the past couple of decades that private companies have implemented LTIPs to align executives' interests with the long-term success of the company, but also almost out of necessity to compete for the same talent who might already possess an LTIP as part of their compensation. What Are Long-Term Incentive Plans (LTIPs)? Long-Term Incentive Plans (LTIPs) are compensation structures designed to reward executives for achieving long-term business goals. Unlike annual bonuses, which are typically tied to short-term financial metrics, LTIPs are structured to reward performance over a longer time horizon—usually three to five years or more. The primary purpose of LTIPs is to ensure that executives are motivated to focus on sustainable growth, value creation, and the long-term health of the company. The Factors Driving the Adoption of LTIPs in Private Companies According to a survey by WorldatWork, approximately 63% of private companies are using LTIPs as a means of rewarding executives and aligning their interests with the company’s long-term success. Several factors have contributed to the rise in popularity of LTIPs in private companies, ranging from the quest for competitive advantage to changes in organizational dynamics and evolving employee expectations. But the following reasons might shed additional insight: Companies with LTIPs Have 30% Higher Revenue Growth: Research by the National Center for Employee Ownership (NCEO) found that companies that implement equity-based LTIPs experience 30% higher revenue growth compared to those that do not. The statistic underscores the positive impact of LTIPs on a company’s overall performance, as they drive executive focus on achieving goals that lead to sustained revenue growth, innovation, and market expansion. 91% of Executives in Private Companies Cite LTIPs as Key to Retention: A survey by Korn Ferry found that 91% of executives in privately held companies consider LTIPs an essential factor in their decision to stay with the company. The statistics demonstrate the significant role LTIPs play in retaining key talent, ensuring that executives are motivated to stay with the company over the long term. By offering equity-based compensation, companies can reduce turnover and keep their leadership team focused on long-term objectives. Companies With LTIPs Are 50% More Likely to Meet Exit Targets: According to a report by Bain & Company, private companies that implement LTIPs are 50% more likely to meet or exceed their exit targets during mergers, acquisitions, or initial public offerings (IPOs). By aligning executives' interests with long-term value creation, LTIPs motivate leadership to work toward achieving the performance metrics that will maximize the company’s value at the time of sale or public offering. Transitioning Ownership and Succession Planning: For family-owned businesses or privately held companies with a significant ownership stake held by a small group, succession planning is another critical factor in the decision to adopt LTIPs. As the company grows and the leadership team evolves, there may be a need to transition ownership to new management. LTIPs can help retain key executives during this period of change, providing financial incentives that keep the team focused on the company’s long-term growth even during periods of uncertainty. As businesses strive to remain competitive and evolve in an increasingly dynamic marketplace, the adoption of LTIPs has evolved as a key driver for optimizing performance. No longer limited to public companies; private companies have increasingly recognized the benefit and need for these compensation structures. Perhaps adding these 4 simple letters (L-T-I-P) to a company’s compensation program could be the difference maker that they’ve been looking for.

New Opportunity: Assistant General Counsel

By Greg Togni • March 3, 2025
Assistant General Counsel With roots going back to the 1960’s, Forest City Trading Group (FCTG), may have started as a small lumber yard run by two immigrant brothers, but has since grown into North America’s largest wholesale lumber product distributor. FCTG facilitates the distribution of products across 6 continents through our network of 12 operating companies and over 800 employees. The company’s impact is far-reaching, especially when considering that one in every ten houses today is built using products sourced and sold by our operating companies. As proponents of forest sustainability, FCTG actively supports suppliers who use sustainable forest management practices that promote forest sustainability and result in long-term environmental, social, and economic benefits. Due to significant growth over the last decade, and expecting strong growth in years to come, FCTG is adding an Assistant General Counsel to their legal team to support growth and help scale the business. Position Overview Forest City Trading Group is seeking a highly motivated and skilled Assistant General Counsel to report directly to, and support, the General Counsel and assist in managing the company's legal operations. The ideal candidate will have strong legal expertise, excellent communication skills, and the ability to collaborate effectively across different business units. This position offers an exciting opportunity to be a part of a dynamic team while contributing to the growth and success of the company. Key Responsibilities Provide legal support to the General Counsel on a variety of corporate, commercial, regulatory, and operational matters. Assist in the company's legal department operations, including document management, contract review and negotiation, legal strategy, and corporate governance. Draft, review, and negotiate contracts, agreements, and other legal documents to ensure compliance with applicable laws and regulations. Assist with the management of corporate compliance and risk management programs, including conducting legal risk assessments and providing recommendations for mitigation. Collaborate with cross-functional teams (e.g., finance, IT, human resources, marketing, trading operations) to provide legal guidance on operational and business issues. Advise on employment law matters, including policies, employee relations, and compliance with federal and state employment laws. Handle legal research and due diligence for mergers, acquisitions, and other corporate transactions as needed. Manage outside counsel and vendors, ensuring legal matters are handled efficiently and cost-effectively. Assist with litigation and dispute resolution matters, including managing internal investigations, handling settlement negotiations, and overseeing litigation strategy. Stay updated on legal developments and regulatory changes that may impact the company’s operations and provide proactive legal solutions. Qualifications and Skills Juris Doctor (JD) degree from an accredited law school. Licensed to practice law in Oregon. Minimum of 5 years of legal experience, with preference for some experience within a corporate or in-house legal environment. Experience in corporate governance, commercial contracts, employment law, and regulatory compliance. Strong analytical skills with the ability to identify and solve complex legal problems. Excellent written and verbal communication skills. Ability to work independently, manage multiple priorities, and maintain a high level of professionalism under pressure. Strong interpersonal skills and the ability to build effective relationships with internal stakeholders at all levels of the organization. Ability to handle confidential and sensitive information with discretion. Preferred Experiences Experience supporting operational functions, such as HR, marketing, and compliance, in a corporate setting. Previous experience managing outside counsel and coordinating legal projects. Experience with construction and material supply contracts. Interested in Learning More? 180one is a retained search firm and has been engaged by Forest City Trading Group to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan/ 971.256.3076/ lisa@180one.com
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