Dear Abby

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.

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

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.

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

💸 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.

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.

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.

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!!

DEAR ABBY: How do I tell if the culture of a company is right for me? Things have seemed good in the interview and I get in and it’s toxic! HELP!!

Why Culture Fit Matters

Anyone that has ever hired, worked at a company, or applied at a company (this should cast a pretty wide net) can attest that finding the right culture fit is just as important as finding the right skillset/right position.

Defining Your Ideal Culture

Culture means something different to everyone. Culture isn’t just ping pong tables and fully stocked break rooms (although those don’t hurt to have). First thing you need to do is define what you want in a culture. This is YOUR job search after all – make sure that what you are looking for is what YOU want!

Do Your Research

Research the company, read reviews, read whatever you can find. I always take reviews with a grain of salt (someone’s bad could be fine for you and visa versa), but I do like to use them to ask questions and make sure I feel comfortable with the responses. What is the company doing to remedy bad reviews? Are there consistent positive reviews??

Leverage Your Network

Use your network. Getting feedback from trusted sources that know you can be really helpful as you’re evaluating a company.

Observe During Interviews

Try to meet with more than one person at a company during your interview. You may get along great with one person but clash with another. Get a feel of how people interact with each other as you’re walking through the office. Observe the environment of the office. What is the overall energy of the company? How do the employees talk to each other? Take all of these in and assess if they align with what you’re looking for to find the best level of fulfillment in your position!

Ask the Right Questions

Ask the leaders and employees to describe the company culture during the interview. Get their perspective on their experience and see if the leadership and employees’ viewpoints match. Does this align with what you want?

Got Questions? Contact Prospex Recruiting Today

There is no good or bad – there is right for you and not right for you. What have you done to assess if a culture is right for you?? Anything else to add to this?

Reach out to anyone on our Prospex Recruiting team to help you through the process and ensure you’re making the best move for you. Our team hears a lot about a lot of different companies – we can walk through any concerns with you to help you make the best choice!

ALSO – I am grateful for our phenomenal team here at Prospex and everything each person does to make the culture such a fun, productive, caring, and encouraging place to be every day!