what salary and total comp package are they willing to offer for the open role?

Sometimes, they’re right on target with the market.

At other times, we share the news that what they offer doesn’t align with who they want. 

After all, recruiting top talent is a big decision! 

Let’s provide more insight while comparing it to the home-buying experience…

When buying a home, we typically start with a range in mind of what we are willing and/or can afford to 

spend.  This number will determine the type of house (new hire) we have.

We have certain characteristics we are looking for in a home, both inside and out:

✅ Square footage / Size of the home = Candidate tenure at past role

✅ Location = Candidate having worked at certain companies in the past or where they are based 

✅ Style of the home = Candidate personality type & characteristics

✅ Appraisal / Resale value = Anticipated ROI on hiring the candidate for your org

Much like a homebuyer, an organization may not have the budget OR an opportunity that measures up to what candidates see in the marketplace.  

This is where strategic compromise comes into play. 

Of course, you can keep hunting for that “the one” - but ultimately, what is that time costing you?

Like any good realtor, a great recruiter will share the market data and set realistic expectations for what you can achieve with your budget.

These are conversations I have had many times, and they have turned out to be my happiest clients in the end.  To make critical and necessary decisions to hire efficiently and effectively.

Like excellent properties, the best candidates aren’t on the market long!