Learn how to deliver a job offer the right way! Explore essential tips to ensure your next candidate feels valued and excited about joining your team.

Making a job offer should be the easy part, right? You've done all the hard work sourcing, screening, and interviewing. But just like a good date can be ruined with a bad goodbye, the way you deliver the offer can make or break a candidate's final decision.

Whether you're hiring your first developer or expanding a 100-person engineering team, the job offer moment matters. So, let’s talk about how to nail it and avoid the common pitfalls that can derail an otherwise perfect hire.

1. Collaborate with your recruitment partner from day one

Regardless of whether you’re working with an internal or external recruiter, they’re not just there to find CVs. They're your partner through the whole hiring journey, and the offer stage is where their insight really shines.

Work closely with them to:

• Align on candidate expectations vs what you're actually offering
• Communicate clearly and consistently on timelines, salary ranges, and non-negotiables
• Avoid any last minute surprises or awkward "Oh, we thought they knew that" moments

In short: involve your recruiter early and often. They can help you deliver offers with the confidence of someone who knows the candidate’s motivations inside out.

2. Don’t let expectations go rogue

If you’ve ever had a candidate ghost after getting the offer, mismatched expectations could be to blame.

Common culprits:

• A salary lower than hinted at during interviews
• Fewer days of remote working than expected
• Surprise limitations on flexibility, benefits, or progression

The solution? Transparency. Talk openly (and early) about the full picture (comp, culture, flexibility, etc) so the offer lands exactly as intended. No curveballs.

3. Don’t offer in the interview (seriously!)

Going with "We loved you, here's an offer on the spot!" might feel like a power move, but it can backfire.

Why it doesn’t work:

• It puts the candidate on the spot, leaving little time to reflect
• It can feel transactional rather than thoughtful
• It often skips over crucial logistical details

Instead, take a breath. Let the interview end. Regroup internally. Then deliver the offer in a separate conversation - ideally with some excitement, a clear structure, and room for the candidate to ask questions.

4. Empower the candidate to choose you, not just accept you

A job offer isn’t just a contract, it’s an invitation. And people are more likely to say “yes” when they feel in control.

What to avoid:

• Tight response deadlines with no flexibility
• High pressure follow-up calls within hours of the offer landing
• Vague answers to key questions about benefits or policies

What to do instead:

• Give a clear but respectful deadline (48-72 hours is typical)
• Encourage open dialogue: “Let us know what questions you have, happy to talk through anything.”
• Make it clear you want this to be the right fit for them, too

It’s a small shift in tone, but it makes a huge difference.

5. Lay out the full offer package in plain English

You’d be surprised how often candidates walk away unclear on what they’ve actually been offered.

• Avoid confusion by clearly outlining:
• Base salary
• Bonus structure (and how it's actually achieved)
• Pension contributions
• Holiday allowance
• Remote/hybrid policy
• Working hours

Put it all in writing, but also walk them through it during the verbal offer stage. That’s your chance to reiterate why this is a great deal. Not just monetarily, but culturally.

6. Be honest about the ‘unofficial’ perks

Flexible Fridays? Annual learning budgets? Summer hours? These are great, but make sure candidates know which benefits are formal and which are ‘nice-to-haves’ that aren’t contractually guaranteed.

This isn’t about scaring them off, it’s about managing expectations.

Why it matters:

• It builds trust
• It prevents post-hire frustration
• It sets your new employee up for a smoother onboarding

Transparency always beats sugarcoating.

7. Spell out the important stuff: policies, support & culture

Think of your offer as more than just numbers on paper. It’s a reflection of your company’s values.

So don’t skip over things like:

• Maternity, paternity, and shared parental leave
• Mental health support and wellbeing policies
• Real examples of how you support working parents or flexible schedules

The offer stage is your opportunity to reinforce why someone should join your team, not just what they’ll be paid to do so.

Final thoughts… make the offer stage a moment that matters

Delivering a job offer is more than a transaction, it’s your first real act of leadership with a future team member. Do it well, and you start the relationship with trust, clarity, and momentum.

Get it wrong, and you risk losing great people just inches from the finish line.

At Revoco, we work with scaling tech businesses to get this stuff right, from shaping the offer to sealing the deal with top talent. Want more practical hiring advice? Explore the rest of our resources here.