How to handle last-minute offer negotiations from your top candidate

Pay expectations should be clear from the start of an interview process, but it’s all too common for a hiring team to align on their favorite candidate, give them a formal offer and get countered.

It can happen to any hiring team, even the most well-prepared who thought they adequately pre-closed their prospective new hire and felt aligned on compensation. On one hand candidates have the right to secure the best offer possible, but on the other it can feel like a betrayal of agreed-upon conditions.

There’s no surefire way to prevent a last-minute negotiation, but there are ways to identify pay discrepancies early and respond to counteroffers strategically.

Practice transparency from the start of the interview process

The best way to prepare for potential offer negotiation is to manage compensation expectations from the very beginning of the hiring process.

Be transparent about what your organization can offer and identify any incongruencies in their expectations and yours early on. It’s also important to reiterate these expectations when appropriate throughout interviewing to avoid any confusion.

Candidates who receive equity from their current employer and expect long-term incentive in their offer can be trickier since this compensation is variable and often gets paid out on a set timeline. As a hiring authority, it’s crucial that you fully understand the value of your candidate’s non-salary compensation and figure out exactly what they’re leaving on the table with their current employer (year-end bonus, exit payout, etc.) if they sign your offer.

If you share the role’s anticipated compensation early in the process, ask provocative questions to fully understand the value of their current pay and maintain open and honest communication throughout the hiring process, you should feel secure that you’re on the same page as your candidate.

What to do if your candidate wants to negotiate at the last second

Even if the request is unexpected, the hiring authority should avoid reacting emotionally. A measured response sets the tone for negotiation and signals that the organization values professionalism. Ask the candidate why they’re making the request so late. Are they reacting to another offer? Realizing new information about the role’s scope? Testing negotiation leverage? Understanding intent will guide the response.

Before making any changes, weigh the request against your organization’s priorities. Consider the candidate’s unique value. Are they bringing specialized skills or leadership experience that justify stretching beyond the original offer? Balance that with internal equity and fairness across your current team; increasing one offer too far above peers can create retention risks down the line.

Also review your budget flexibility and whether concessions today align with long-term compensation structures. If you decide to adjust, be intentional and clear about the rationale. If you choose to hold firm, communicate why and reaffirm the non-monetary benefits of the role, such as career growth, culture and stability.

The bottom line

Hiring managers can reduce last-minute offer negotiations by setting transparent salary expectations early, clarifying equity/bonus value and maintaining open communication throughout the hiring process. If counter-offers surface, respond strategically by balancing candidate value, internal equity and long-term retention goals. Mastering last-minute salary negotiations helps you secure top talent without compromising fairness or budget.

To learn more, contact Kacey Toews at (336) 217-9147 or kacey.toews@charlesaris.com.