To seal the deal, the candidate must feel motivated. For motivating the incumbent, culture, growth opportunities, development plans & additional benefits must be highlighted. Organizational values, leadership style & career paths must be made clear with him/her. Additionally, the projects to be worked on & instances of some successful employees in similar roles can be shared. It must be a win-win situation for both parties for the negotiation to be successful.

I’ve observed that when candidates are exploring new opportunities, they usually share two key things upfront: 1. Their desired salary—straightforward and simple. If you have this information ahead of time, you can pleasantly surprise them by offering more than they expected, increasing the chances of a positive response. 2. Their motivation for seeking a new environment. Understanding why they want a change is crucial. Does the new role align with their aspirations and offer what they’re looking for in their next step?

1. Understanding Motivators - I always begin by understanding what truly drives the candidate—whether it’s salary, flexibility, professional development, or work-life balance. 2. Offering Flexibility - Salary is just one part of the package. I aim to customize offers with added perks like remote work, flexible schedules, or unique benefits that resonate with the candidate's personal preferences. 3. Highlighting Growth - I emphasize the long-term benefits of joining our company. For many candidates, a clear growth trajectory—whether in leadership opportunities, skill development. 4. Leveraging Data - I use data-driven insights on market salary trends to offer a competitive figure while showing the candidate that we value them.

1. Clarify Salary Expectations: Have a clear conversation about the candidate's salary expectations and priorities to better tailor your offer. 2. Highlight Total CTC: Emphasize the complete package, including bonuses, benefits, equity, and growth opportunities beyond base salary. 3. Benchmark Market Rates: Use industry data to show that your offer is competitive, backed by current market trends for similar roles. 4. Offer Non-Monetary Perks: Suggest flexibility in work hours, vacation, or development opportunities. 5. Sell Growth, Culture and Role: Focus on career growth, impact, and company values. 6. Create Urgency: Ensure the candidate feels valued while encouraging a timely decision.

To negotiate a salary for a highly sought-after candidate, start by understanding their expectations and aligning them with the company's budget. Highlight the full compensation package, including benefits, bonuses, and growth opportunities, to demonstrate the overall value. Be transparent about the company's limits, but remain flexible where possible, such as offering sign-on bonuses, performance-based raises, or additional perks. Show genuine interest in their long-term career goals and emphasize how the role aligns with their aspirations. Building a relationship of trust and open communication can help bridge gaps and reach a mutually beneficial agreement.

Only ever offer what you are comfortable with and what fits in with your organisation. Have clarity on what the candidate wants and be clear how it fits in with your existing structure. If you are the right match for the candidate then it will work out. Don’t get into an auction.

it's crucial to understand their priorities beyond just financial compensation. Emphasize career growth, work-life balance, and the company culture, aligning the offer with their personal goals. Highlight non-monetary benefits such as health perks, bonuses, and flexible work options. If immediate salary expectations can’t be met, propose a structured plan for future raises based on performance. Stress job security and leadership opportunities to make the offer more appealing, and be transparent about salary bands while staying flexible in negotiations. Personalize the offer based on their needs and consider options like a signing bonus to close the deal. Focus on the overall value of the offer, not just the salary.