Always Be (Pre) Closing

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Agency Recruiting is high stakes.

Companies engage us to find talent they can’t. Typically that means they’re looking for the best of the best, something extremely niche, or working with parameters that aren’t exactly the best.

Because of this, our candidates usually have multiple options. Other offers, interviews, or simply staying put where they’re currently working - all on the table - and we’re at risk they can decline our role for any of those options.

To minimize this risk, pre-closing—securing a candidate’s commitment to accept an offer before it’s formally extended—becomes a critical skill. Done well, pre-closing helps you develop a smoother hiring process, improve the candidate experience by setting expectations, and frames you as a trusted partner in their career journey.

But what does successful pre-closing look like? And how can continuous feedback elevate this art?

Let’s break it down with practical examples.

What is Pre-Closing?

Pre-closing is the art of confirming, before the formal offer is extended, that the candidate is highly likely to accept the offer if it aligns with their expectations. Think of it as closing the deal before the deal is on the table.

Done well, it:

• Reduces the risk of offer rejections.

• Speeds up the hiring process.

• Ensures alignment between the candidate’s desires and the company’s offer.

This doesn’t just happen before an offer. It happens on the initial call, and every step of the way.

Why is Pre-Closing Essential in Tech Recruitment?

1. Top Talent is Always in Demand
   A skilled backend engineer or data scientist is likely juggling multiple offers. Without pre-closing, you risk losing them to a competitor at the last moment. Remember, good candidates always have options. The more you pre-close your candidate, the more you can gauge where your role stands against everything else they have going on to determine if you keep going or call an audible (OMAHA!)

2. Time is Money
   By addressing deal-breakers early, you eliminate unnecessary back-and-forth during the formal offer stage. And for every step in-between, anything can change. For example, if someone is valuing work/life balance but your role is in investment banking, is it realistic to think they’d move forward with your offer down the road?

3. Reputation Matters
   Transparent, proactive conversations create a lasting positive impression, even for candidates who may not accept your offer this time. It’s better to say no up front, be picky with who you select with. Tell them to pursue the other stuff. This way, when you do anything you get that fits their preferences, your trust will be built and your word will matter more.

What Does Pre-Closing Done Well Look Like?

Example 1: Tying the Offer to Personal Goals

• Scenario: You’re recruiting a senior software engineer, Alex, who’s motivated by work-life balance and professional growth.

• Approach:
  In a follow-up call after the technical interview, you might say:
  “Alex, you mentioned earlier that flexibility is a top priority for you because of your family. I wanted to reaffirm that this role allows for a hybrid work schedule, so if you needed to come in later/leave earlier on the onsite days for whatever reason, the client would be ok with that. This still aligns with what you’re looking for?”

  • Outcome: Alex feels heard, and by addressing his specific concerns early, you position the offer as a solution rather than a negotiation.

Example 2: Exploring Counteroffer Scenarios

• Scenario: Sarah, a data scientist, loves the role but hints her current employer may counteroffer.

• Approach:
  “Sarah, if your current employer were to match or slightly exceed our offer, how would you feel about staying versus joining a new team with growth potential? What would make our opportunity the better fit?”

  • Outcome: By proactively addressing the counteroffer scenario, you uncover Sarah’s deeper motivations (growth opportunities, culture) and ensure the offer resonates on more than just salary.

  • Note: While on this topic, before you submit any candidate we should point out that you should ask every candidate you speak to if “they spoke to their manager” about XYZ pain points or motives yet.

    • Last thing you want to deal with is they never spoke to them, hand in their resignation, and their manager tries to save them by offering them what they want. These are the easiest targets for counters whether they work out long term or note.

Example 3: Seeking Conditional Commitment

• Scenario: Marcus, a DevOps engineer, appears enthusiastic but non-committal.

• Approach:
  “Based on everything we’ve discussed—compensation, team dynamics, and growth potential—if we were to formalize an offer at [$X] salary and a [$Y] signing bonus, would you be ready to accept?”

  • Outcome: Marcus clarifies any hesitations upfront, allowing you to adjust the offer or address concerns before the formal stage.

    • If the answer is no, now it’s time to really dig deep and find the real bottlenecks he may have hid from you during the interview process.

    • It’s better to find these out now, vs when the offer comes. You’ll be able to gather and compose yourself by the time an offer comes, and avoids getting caught off guard with this information when the official offer does come and that’s when he’ll have more leverage.

Strategies for Pre-Closing Excellence

1. Build Authentic Relationships
   Understand the candidate’s career goals, values, and deal-breakers.

   • Example: If a candidate prioritizes equity in startups, avoid pitching roles in late-stage corporates unless equity discussions are flexible.

2. Probe for the “Why”
   Why are they considering a move? What does their ideal role look like? These answers provide insights to align the offer.

   • Example: “What would make this move a career-defining one for you?”

3. Be Transparent About What You Can (and Can’t) Offer

   • If you can’t meet their salary expectations but offer stellar career growth, be upfront. Candidates appreciate honesty over sugarcoating.

   • Example: “We might not hit your target salary, but I want to highlight how this role accelerates you toward the leadership path you mentioned.”

The Role of Continuous Feedback in Pre-Closing

Continuous feedback is the glue that holds the pre-closing process together. It ensures alignment and builds trust throughout the recruiting process.

Example 1: Keeping Candidates Engaged After the First Interview

• Scenario: After the initial round, you sense the candidate has lingering doubts.

• Approach:
  “Thank you for your time in the interview with our client. They were impressed with your experience. Was there anything about the role or team that didn’t feel aligned with your goals?”

  • Outcome: By seeking feedback, you demonstrate care, address concerns, and refine the pitch if needed.

Example 2: Closing the Loop Post-Offer

• Scenario: You extend an offer, but the candidate needs a few days to decide.

• Approach:
  “We’re excited about you joining the team! Is there any additional information you need to help with your decision? I’d love to address any remaining questions.”

  • Outcome: This approach reduces last-minute doubts and builds goodwill, even if they decline.

  • Note: You’ll also want to make sure you can be an open book. If your offer doesn’t truly match what they want, you’re OK with them rejecting it. But the last thing you want to have happen is they reject an offer because of X factor that could have ended up being negotiable.

Turning Feedback into Growth

Feedback isn’t just for candidates; it’s a two-way street. Here’s how to incorporate it into your process:

1. Internal Debriefs After Every Hire

   • Ask: What went well in pre-closing? What didn’t? What would we do differently?

   • Example: “We lost that backend engineer because we didn’t address the hybrid work requirement early enough. Next time, let’s prioritize that in the first call.”

2. Solicit Feedback from Candidates

   • Even if a candidate declines, ask them why. Their insights can refine your future pre-closing tactics.

   • Example: “We understand this wasn’t the right fit. Can you share what factors influenced your decision so we can improve our process?”

3. Adapt and Evolve

   • Recruitment is dynamic. Use feedback loops to adjust to industry trends, such as remote work preferences or AI-driven opportunities.

Putting it All Together

Pre-closing isn’t just a tactic; it’s a mindset. It’s about partnering with candidates, understanding their motivations, and aligning opportunities to their needs. Paired with continuous feedback, it transforms your recruitment process into one that’s proactive, efficient, and deeply human.

By mastering these strategies, you’ll not only close more offers but also build lasting relationships with tech professionals. After all, a candidate who feels understood today becomes a champion of your work tomorrow.

Now go, turn those conversations into commitments—and those commitments into placements.