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Abby Roberts

Navigate Counteroffers: Expert Advice from Prospex Recruiting

Abby Roberts · July 20, 2025 ·

Dear Abby: I have an offer on the table but my company is doing a HARD PRESS to keep me! I owe it to them to entertain it, right?!

Why Counteroffers Deserve Caution

I could hit on this subject for probably 6 posts but I’ll try and keep it brief (although brevity has never been my strength). I never want to get into a counter offer situation for 2 main reasons:

  1. I want to make sure the position you get an offer from is one you are so excited for and feel like it is the right match that you aren’t even interested in a counteroffer – you are making an OPPORTUNITY move not just a MONEY move (yes – money is important but it shouldn’t be your only deciding factor).
  2. If at any point you would entertain a counteroffer, try and have those conversations with your manager before another offer is even on the table. You can do this in a very non-threatening way: “I enjoy working here and am excited for my long-term progression and growth – I really want to get to [pay, responsibilities, job title, etc.], what do you feel I can do to get there and what can we put in place for me to continue my growth here?”

If your employer does something at that point to get you what you want – great! Stay there for a few years and start your search when it makes sense in the future. If they don’t do anything about it – you’ve essentially given them the chance to counter before you have something on the table and you know where you stand. They should do what it takes to keep you there prior to having an offer and not just react because they’re trying to cover themselves from losing you in the position.

Expertly Navigate Counteroffers | Prospex Recruiting

Consider the Employer’s Perspective

On a side note – as an employer, if you continuously counter-offer when your team has a different offer, what message are you sending to the rest of the team? Make sure to have the regular conversations with your team, do what you can to provide the right environment for openness, learning and growth and if it’s time for someone to make the move, you know you’ve provided a great home while they’re there!

Connect with Prospex Recruiting Today!

What has your experience been with a counter offer? Love hearing from you!

Reach out to anyone on our Prospex Recruiting team to walk through your situation!

  • Whitney Jaques
  • Zach Truman
  • Maria Battista Foxley
  • Talisha Jones
  • Lauren Hedin
  • Nicole Ehlers
  • Bracken Higginson
  • Amelia Graviet
  • Maloree Johnson
  • Josh Roberts

Interview Prep Made Easy with Prospex Recruiting’s Insights

Abby Roberts · July 19, 2025 ·

DEAR ABBY: I haven’t interviewed in awhile. HELP! -OR- I’m getting interviews but not getting to the next round. HELP!

At Prospex Recruiting, we’re here to support you, whether it’s providing tips to ace an interview or helping you find your next career opportunity. Here are some great tips to help you prepare for an interview!

Research and Preparation Are Key

  • Good research on the company and the job description to prepare relevant responses that highlight your skillset.
  • Expand on answers – never give just a “yes” or “no” response – follow up with examples or experiences that relate to the question.
  • Have examples about your experience prepared so that you can work them into your responses.
  • Feel free to ask additional questions to clarify before responding so that you can provide an applicable response.

Focus on Presentation and Communication

  • Wear proper dress attire for in person or virtual. If virtual, make sure they are in a well-lit area free from distractions.
  • Feel free to ask additional questions to clarify before responding so you can provide thoughtful, relevant answers.
Interview Preparation Tips | Prospex Recruiting

Questions to Ask the Interviewer

Good questions to ask:

  • What are some key things you are looking for in this hire?
  • What are your expectations for this position to accomplish in the first 3-6 months?
  • What do you feel will make the person coming into the role most successful?

Sell Yourself Effectively

  • Be assumptive using the words: us, we, the team, being a part of the company, etc.
  • Always bring your responses back to how your experience will benefit the company and how what they are doing is something you are excited to learn. Don’t focus on the negative or uncomfortable too much – focus on what you can contribute.

Address Gaps and Close Strong

  • If you fall short in an area, it is OK to respond with “I don’t have that experience, however at ABC Company I didn’t have experience doing SKILL but took extra time to self-study and figure it out and became the company expert on it. I am willing to learn whatever I need in order to become the best asset to the team.”
  • At the end, ask if they have any hesitations, reservations, or concerns about their candidacy. This will help you to address and clarify anything that you can – last-ditch sales effort!
  • If you are sincerely interested – ask for the position. “Thank you for your time today and I’m very impressed with you and the company. I would love the opportunity to come and work for you. What is your timeframe like on making your decision?”

Connect With Prospex Recruiting

Need more help? Reach out to anyone at Prospex Recruiting to talk through your interviews!

  • Whitney Jaques
  • Zach Truman
  • Maria Battista Foxley
  • Talisha Jones
  • Lauren Hedin
  • Nicole Ehlers
  • Amelia Graviet
  • Maloree Johnson
  • Josh Roberts
  • Bracken Higginson

Why Low-Balling Hurts Your Hiring Success – Prospex Recruiting Insights

Abby Roberts · July 18, 2025 ·

💸 DEAR COMPANIES: PSA on why you shouldn’t low-ball a candidate in today’s market! Brought to you by the experts at Prospex Recruiting, dedicated to connecting your company with the perfect talent.

Why Low-Balling Candidates Can Backfire

💰 The candidate may accept, but they will be easily lured away by a higher compensation package. Even if they are happy in their role, money talks.

💰 A low offer may make the candidate feel undervalued from the start, leading to higher turnover.

💰 They may not deliver their best work due to feeling underappreciated.

💰 Your company’s reputation can take a hit. If employees feel undervalued, word spreads, damaging your ability to attract top talent.

💰 Interview time can be wasted with rejected offers. Even if an offer is accepted, candidates may continue interviewing with companies offering better compensation. If you know you can’t meet their expectations, it’s better to be upfront and avoid prolonging the process.

Why Low-Balling Candidates Hurts Hiring Success | Prospex Insights

Strategies for Budget-Conscious Companies

If your company is cash-strapped or benefits are less competitive, consider adjusting expectations to attract high-potential talent. While they may not have the full “turn-key” experience, they can grow into the role while feeling valued and challenged.

Money isn’t everything, and some candidates are willing to take a pay decrease under the right circumstances. However, it’s crucial to set clear expectations early in the process. A low offer at the end of the process, when expectations haven’t been met, can leave a sour impression.

Creative Compensation Solutions

Occasionally, offering slightly lower pay can work if measurable, objective milestones are built into the offer. For example, after three months of meeting specific goals, compensation can be increased to their desired level. While this approach won’t work for every company or situation, it can be effective in certain cases.

How We Handle Compensation at Prospex Recruiting

At Prospex Recruiting, we ensure the compensation process runs smoothly. Before sending a candidate to a company, we align on their total compensation expectations (base, bonus, equity, insurance premiums, and other benefits). Throughout the process, we confirm these expectations to avoid any surprises and ensure both parties are on the same page.

We’d love to hear about your experiences, whether as a candidate or a company! Contact our team today to discover how we can support your hiring needs.

The Impact of Employer Branding on Recruitment Success

Abby Roberts · July 16, 2025 ·

Sarah, the CEO of a fast-growing Arizona tech startup, was facing a recruitment nightmare. Despite posting job openings on multiple platforms and offering competitive salaries, she watched qualified candidates slip away to competitors. The problem wasn’t her company’s offerings—it was that no one knew what made her company special. This scenario plays out across Arizona and nationwide as businesses struggle to attract top talent without a strong employer brand.

Employer branding has emerged as a critical differentiator in recruitment success. Companies with strong brands attract more qualified applicants and lower their hiring costs. This post examines how strategic employer branding enhances recruitment outcomes and offers actionable strategies for Arizona businesses seeking to attract top talent.

At Prospex Recruiting, we’ve witnessed firsthand how companies with compelling employer brands consistently outperform their competitors in talent acquisition. Our 30+ years of combined experience have shown us that the most successful placements happen when businesses have clearly defined what makes them unique.

What is Employer Branding?

Employer branding represents how your company positions itself as a place to work, and in turn, it heavily impacts your hiring reputation. While corporate branding focuses on customers and products, employer branding targets current and potential employees. It encompasses your company’s reputation, values, culture, and employee experience.

The foundation of effective branding rests on several key components:

  • Company culture forms the backbone of your employer brand. This includes your work environment, team dynamics, and organizational values. Companies like Google and Microsoft have built powerful employer brands by showcasing their innovative cultures and employee-first approaches.
  • Employee experience encompasses every touchpoint, from recruitment through to departure. This includes onboarding processes, professional development opportunities, work-life balance, and career advancement paths.
  • Value proposition communicates what makes your company unique as an employer. This goes beyond salary and benefits to include growth opportunities, mission alignment, and workplace flexibility.
  • Leadership and management style have a significant impact on your employer brand. Employees today want transparent communication, supportive management, and opportunities for meaningful work.

The Impact of Employer Branding on Recruitment

Improved Candidate Attraction

Strong employer branding acts as a magnet for qualified candidates. When potential employees understand your company’s values and culture, they’re more likely to apply and stay engaged throughout the recruitment process. This increased applicant pool allows recruiters to be more selective and find better cultural fits.

Adobe exemplifies successful branding through its “Life at Adobe” campaign. By showcasing employee stories, career development programs, and company values, they’ve created a compelling narrative that attracts top creative and technical talent.

Similarly, Salesforce has established a strong employer brand centered on its “Ohana” culture, emphasizing family-like relationships and community engagement. This approach has helped them consistently rank among the best places to work.

Reduced Recruitment Costs

Effective employer branding significantly reduces recruitment expenses. Companies with strong brands spend less on recruitment advertising because candidates actively seek them out.

When your brand is well-established, you’ll experience:

  • Reduced need for expensive job board postings
  • Lower recruitment agency fees
  • Decreased time-to-fill positions
  • Improved employee referral rates

The average cost per hire drops by approximately $2,000 when companies invest in employer branding initiatives. These savings come from shorter recruitment cycles and higher offer acceptance rates.

Higher Retention Rates

Strong employer branding creates alignment between employee expectations and company reality. When candidates join organizations with clear, authentic brands, they’re more likely to stay long-term.

Companies with engaged employees—often a result of strong employer branding—see lower turnover rates. This retention improvement results in significant cost savings in recruitment, training, and lost productivity.

HubSpot exemplifies this principle through its transparent culture code, which clearly communicates expectations and values. This approach has yielded above-average retention rates and high employee satisfaction scores.

Better Quality of Hire

Employer branding improves hire quality by attracting candidates who align with your company’s values and culture. When potential employees understand what your organization stands for, those who apply are more likely to be genuine fits.

Quality improvements include:

  • Better cultural alignment
  • Increased productivity from day one
  • Reduced onboarding time
  • Higher performance ratings
  • Stronger team integration

Companies with strong employer brands report 28% lower new hire failure rates compared to those with weak or nonexistent brands.

Employer Branding Arizona: Attract Top Talent & Boost Hiring

Building a Strong Employer Brand

To enhance your employer brand, start by assessing your current position. Conduct a thorough audit to evaluate how your brand is perceived today.

  1. Start by reviewing your online presence. Check your company’s Glassdoor ratings, LinkedIn company page, and social media profiles to ensure they accurately reflect your brand. Look for patterns in employee reviews and feedback.
  2. Survey current employees about their experience. Ask about company culture, management effectiveness, growth opportunities, and overall satisfaction. Use anonymous surveys to encourage honest feedback.
  3. Analyze your recruitment metrics. Track time-to-fill, offer acceptance rates, and candidate feedback. These numbers reveal how your employer brand performs in practice.

Define Your Employee Value Proposition (EVP)

Your EVP articulates what makes your company unique as an employer. It should be authentic, compelling, and differentiated from competitors.

Effective EVPs typically include:

  • Career development opportunities
  • Work-life balance initiatives
  • Compensation and benefits
  • Company mission and values
  • Work environment and culture

Netflix’s EVP focuses on “freedom and responsibility,” emphasizing high performance and employee autonomy. This clear message attracts candidates who thrive in independent, results-driven environments.

Showcase Your Company Culture

Make your company culture visible to potential candidates through multiple channels. Social media platforms offer excellent opportunities to share behind-the-scenes content and employee stories.

Create content that demonstrates your values in action. Share photos from team events, highlight employee achievements, and showcase your workplace environment. Video content particularly resonates with candidates, offering authentic glimpses into daily life at your company.

Employee testimonials provide powerful social proof. Feature diverse employees discussing their experiences, career growth, and what they love about working for your organization.

Encourage Employee Advocacy

Your employees are your best brand ambassadors. Encourage them to share their experiences and represent your company authentically.

Develop an employee advocacy program that:

  • Provides guidelines for professional social media use
  • Recognizes employees who positively represent the company
  • Offers content that employees can easily share
  • Creates opportunities for employees to speak at industry events

Employee advocacy feels more authentic than corporate messaging. Candidates trust employee perspectives more than company-generated content.

Monitor and Measure Your Efforts

Track key metrics to assess the effectiveness of your employer branding. Important metrics include:

  • Glassdoor rating and review sentiment
  • Employee Net Promoter Score (eNPS)
  • Time-to-fill positions
  • Offer acceptance rates
  • Cost-per-hire
  • Employee retention rates
  • Quality of hire assessments

Regular monitoring allows you to adjust strategies and measure ROI from employer branding investments.

Employer Branding Arizona Businesses

Arizona’s unique business landscape presents both challenges and opportunities for employer branding. The state’s growing tech sector, tourism industry, and manufacturing base create diverse talent needs.

Local businesses can leverage Arizona’s appeal by highlighting:

  • Year-round outdoor recreation opportunities
  • Growing tech ecosystem in Phoenix and Tucson
  • Lower cost of living compared to California
  • Strong entrepreneurial community
  • Proximity to major markets and Mexico

Employer branding Arizona strategies should emphasize the state’s lifestyle benefits. Many professionals relocate to Arizona for a better work-life balance and access to outdoor activities. Companies that showcase these advantages attract talent from higher-cost markets.

Valuable Tips for Arizona Businesses

Building a strong employer brand is crucial for attracting top talent, and Arizona offers unique opportunities to achieve this.

  • Collaborate with Local Universities: Partner with institutions like Arizona State University and the University of Arizona to boost your employer brand among students and recent graduates. These partnerships not only help you connect with emerging talent but also strengthen ties within the local community.
  • Engage in Industry Events: Participate in Arizona-specific conferences and professional gatherings to showcase your employer brand and network with potential candidates. Events such as the Arizona Technology Summit and the Phoenix Business Journal’s networking sessions are excellent platforms for connecting with regional talent.
  • Join Local Business Organizations: Get involved with chambers of commerce and local business groups to expand your networking opportunities and demonstrate your commitment to the community. Community involvement is a crucial factor for many job seekers when evaluating potential employers.

At Prospex Recruiting, we specialize in helping Arizona businesses enhance their employer branding and recruitment strategies. With our local expertise and deep understanding of Arizona’s business landscape, we provide tailored solutions that resonate with regional talent.

Transform Your Recruitment Success

Employer branding is essential for recruitment success. Companies with strong employer brands attract top candidates, reduce recruitment costs, and enhance employee retention. This post outlines how to build your brand: assess your current position, define your value proposition, and consistently share what makes your company unique. Remember, employer branding is an ongoing process. Regularly review progress, gather feedback, and adjust your strategy as needed.

Arizona businesses have unique opportunities to leverage the state’s growing hiring reputation and lifestyle benefits. By combining local advantages with authentic company culture, you can create a compelling employer brand that attracts top talent.

Contact Prospex Recruiting today for a consultation. Let’s work together to develop an employer branding strategy that transforms your recruitment success and helps you build the exceptional team your business deserves.

Prospex Recruiting’s Top Strategies for High-Level Job Seekers

Abby Roberts · July 14, 2025 ·

DEAR ABBY: I’m now looking for a job at the controller, director, vp, cfo level, and it’s going much slower than I expected – any thoughts or advice?

Why High-Level Job Searches Take Longer

I’ve been having this conversation with quite a few of my higher-level job seekers and team members at Prospex Recruiting! The job search generally feels different at different levels of your career. SO MUCH of the higher-level search is timing dependent and can (not always) take longer than what you may have initially expected.

Think about it – most organizations have a triangle hierarchy with only 1 CFO/VP/Controller to multiple staff underneath them. Because of this, there are more available roles at the entry-to-mid level. Those professionals then continue to rise and climb the corporate ladder, and there becomes more competition for the higher-level roles in the market. These roles have the widest range of applicants ranging from the up-and-comer, to a lateral move, to experienced CFOs. At these higher comp roles, hiring managers are usually more particular on specific skillsets and experiences they want in a candidate.

Prospex Recruiting's Guide to Winning Strategies for High-Level Job Seekers

How to Stand Out as a High-Level Candidate

So…WHAT CAN YOU DO TO SEPARATE YOURSELF as a candidate??

🐮 Update your LinkedIn profile to make yourself easy to find! Have good detail on your roles, software you’ve worked with and proficiency, implementation experience, industry experience, PE/VC-backed company experience…anything that highlights you as a professional!! Also – make sure you have an updated picture on your profile.

🐮 Ensure your LinkedIn and resume align and include your most relevant experience in both!

🐮 Respond promptly to hiring managers or recruiters. When our team reaches out about a role, we are generally sending candidates to a company that day. A delay in your response can cause you to miss the opportunity.

🐮 Network strategically. Connect with people at the company and check if you have mutual connections who can vouch for you. (Prospex Recruiting comes in clutch with our strong network!!)

Managing Expectations and Staying Positive

🐮 Be patient. When a search takes longer than expected, it can feel deflating. Understanding that this level takes time can help you stay mentally positive in your search.

🐮 Consider the time of year.

  • Q1: YE and audits can slow things down.
  • Q2: End-of-school activities, graduations, and early summer vacations may delay hiring processes.
  • Q3: Generally a good time for hiring as summer winds down.
  • Q4: The holidays can slow things, but there are still great opportunities each quarter.

Pay attention to seasonal external factors that may impact hiring timelines and adjust your expectations accordingly.

Thanks for Reading!

This was lengthy…but hopefully helpful! What else have you found helpful in your advanced-level searches?

Reach out to anyone on our team to discuss current hiring trends and how we at Prospex Recruiting can help in your search!!

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