💼 You should know they are going to accept if the salary and package offered is what you pre-closed them on. Therefore when delivering it we are very assumptive – we assume acceptance.
📝 Prepare delivery of the offer using the structure below
🤔 If you have someone you know is going to want to think about it or attend their other interviews, then prepare for how you will handle that.
Hey [Candidate’s Name], I’ve just come off the phone with [Client Name], and I’ve got some great news — they’d love to offer you the role! 🎉
Before I get into the details, I just want to say they were really impressed with [insert a strength or moment, e.g., how you presented your market knowledge in the final interview or your drive and energy]. You really stood out.
Now, let me walk you through the offer they’ve put together for you…
The base salary is £43,000, with an uncapped commission structure. Commission kicks in from [insert threshold], and based on what others at your level are earning, you’d be realistically looking at an OTE of [e.g., £60–65K] in year one.
There’s also [add: quarterly bonus / equity / wellbeing budget / annual incentive trips / any benefits they mentioned caring about].
The benefits package includes [highlight what’s meaningful to the candidate – e.g., private healthcare, hybrid working, gym allowance, etc.].
In terms of career trajectory — this isn’t just a job, it’s a stepping stone 🚀. They see you progressing quickly, and in the short term they’re already talking about setting you up for [insert milestone: e.g., ‘Senior Consultant within 12 months’ or ‘building your own vertical’].
You’ll also have access to [L&D offering, mentorship, leadership programmes, etc.].
And you’ll be working in a hybrid model – typically 3 days in office and 2 from home, but with flexibility depending on client meetings and performance. They’re focused on output, not clock-watching ⏱️.
You mentioned earlier in the process that [insert motivation – e.g., ‘leadership development’, ‘a clearer path to management’, ‘a more collaborative culture’] was a priority for you — and this role really delivers on that. You’ll have [manager’s name] as your mentor, and you’re joining a team where [insert culture value – e.g., internal progression, transparency, etc.].
Highlight what they were excited about during the process
Structure it like this:
Tie the offer back to their motivations
Example: “You mentioned that growth and leadership opportunities are important. With this role, you’ll have a clear path to X…”
😊 How do you feel?
✅ Are you happy for me to go back to them now and say you’ve accepted?
🗓️ If yes – let’s confirm:
• 📆 Your start date
• ✍️ The day you’ll be resigning
📄 Get the client to send the contract that day and check it has been sent, received and signed.
📞 Book in your resignation coaching call – make sure it is the morning of the day they will resign so it is fresh in their mind.
📧 Straight after the call, email the offer details and agreed start date to the candidate with the link to some resignation tips and a letter sample.
🎯 Tone is everything: Be confident, not apologetic. You’re the bridge, not the barrier.
💡 Have a backup plan: Can you get a signing bonus, quicker review cycle, or extra benefits if needed?
📊 Have you worked out the OTE for year 1 so you can compare it to where they are now and other opportunities?
🏢 Have you looked at Companies House to see what the average yearly salary is so you can compare it with their current firm?
📅 Do you know exactly when the salary will be reviewed and what they would need to do in order to increase it?
“I’ve just come off the phone with the client and they’re really keen to move forward with you. They’ve highlighted how impressed they were with your [insert specific strengths]. They see a lot of potential in you and are excited about what you could bring to the team.”
“Now, in terms of the package, they’ve come in at £43,000. I know we were aiming slightly higher, so I want to talk through why this is still a hugely strong offer — and why this role gives you the chance to earn far more than you’re currently on…….
Firstly, the offer is based on [internal benchmarking, current team parity, budget, etc.], and there’s real intent to review this once you’re embedded in the role.”
What I’d really encourage you to consider is the full opportunity. You’ve got [mention key perks – e.g., clear progression path, leadership mentorship, flexible/hybrid working, commission, bonuses, L&D budget, etc.].”
From what you told me earlier in the process, this ticks the boxes for [growth, culture, team environment, etc.].
How are you feeling about that overall?(Pause)
You’ll be working on a high-performing desk, in a structure where people regularly earn £50K to £70K+ in year one. One of the top performers hit six figures in year two. So while the base is £26K, your monthly earnings potential is significantly higher. And that’s what matters — not just the headline salary.
What you’re stepping into here isn’t just a role — it’s a launchpad. The infrastructure, the systems, the leadership, the quality of the client base — everything is built for you to succeed quickly and grow fast.
This is a business that develops people. You’ll become a better recruiter, a sharper consultant, and a stronger professional. That’s where your value — and your earning potential — multiplies.
A slightly lower basic actually reduces pressure. There’s no huge base to justify in month one. Instead, there’s trust, support, and a clear progression plan.
You’ve got [Manager’s Name] leading the team, a structured training program, and monthly coaching built in. Targets are challenging but realistic — and there’s a salary review once you prove yourself.
The basic is the smallest part of the equation. The real value is in the commission, the culture, the growth, and the trajectory.
Let’s look at your OTE compared to where you are now — happy to walk through those numbers with you. It’s a totally different level of opportunity.
Just to share — I had a candidate a while ago who was offered £26K with a great desk, amazing team, and top-tier bonus plan. She rejected it for a £28K base elsewhere.
Fast forward six months — the candidate who did take the £26K offer got promoted and now earns £32K + commission. Meanwhile, she was let go from her £28K job — poor culture, no support, and too much pressure.
So often, the best businesses offer slightly lower basics — not because they don’t value you, but because they’re building careers, not buying short-term hires.
Absolutely — that makes total sense. I’d want to see everything in writing too before signing anything.
Just to clarify — assuming the paperwork matches what I’ve just outlined, are you happy for me to give the client a verbal yes from you and get things moving?”
Is there anything specific you’re hoping to check in the paperwork — or is it just due diligence?
Just so I can pre-empt any red flags and avoid back and forth with the client — is there anything in particular that could change your mind once you see the contract?
Great — I’ll let the client know you’re in, subject to paperwork, and I’ll chase that up for you now so you can review it properly.
If you’re weighing multiple options, what’s most important to you in your decision? Let’s make sure you have all the information to compare fairly.
Totally appreciate that you want to explore all your options — that’s smart. Can I ask — what are you hoping to gain from the other interviews that you feel you haven’t yet got from this one?
This helps surface any hidden doubts (e.g. salary, prestige, team culture) that you can deal with directly.
You told me you were looking for [leadership, progression, culture, flexibility] — and this role genuinely ticks those boxes. If the only reason for delaying is just to explore other options, are you sure that’s worth the risk?”
I’d hate for you to miss this because of timing. If you are wanting to continue interviewing, it is only fair that the client does the same would you agree?
If this was the only offer on the table, would you accept it?