How to Make an Offer That Gets Accepted

Structure compensation offers using market data, total package value, and negotiation timing to secure top talent for your business.

1. Calculate total compensation, not just salary. Add base salary, bonus, equity value, benefits cost, and perks to get their true current package. Most candidates underestimate their total comp by 15-25%. Use this full number as your baseline, not their stated salary expectation.
2. Offer 10-15% above their total package. Structure the increase where it matters most to them — immediate cash, signing bonus, or equity upside. Front-load cash compensation if they're leaving unvested equity. Most accepted offers land 12% above current total comp.
3. Set a 48-72 hour decision window. Give them exactly enough time to review with family, not enough to shop your offer around. Exploding offers feel aggressive — but open-ended offers get shopped. 72 hours is the sweet spot for senior roles.
4. Include specific start date and logistics. Name the exact start date, first-day logistics, and any flexibility around notice period. Remove every possible source of implementation friction. Vague offers create space for second thoughts.
5. Address their top two concerns directly. Every candidate has 2-3 specific worries about leaving their current role. Call these out in the offer conversation — growth path, team stability, company runway. Don't make them ask.
6. Put the offer in writing immediately. Send the written offer within 2 hours of the verbal conversation. Include all numbers, start date, and next steps. Verbal offers lose momentum. Written offers get signatures.