In partnership with
For anyone following along, it’s no secret that last week’s newsletter came from a frustrated place. I wrote about contingency recruiting, how it’s fueling noise and disrespect in the market, and why Rogue is stepping away from it.
That was a big step. And honestly? It felt good.
This past week, someone poked around about having us run a search. For the first time, I was able to simply say: “We’ve stepped away from contingency. We’re only doing retained. If that’s a fit, let’s talk.”
And it was such a relief to draw that line. To say no to the chaos.
And then, as if the universe wanted to confirm it, we had four offers go out this week. Three were accepted immediately. The fourth is in some reasonable back-and-forth (that, most importantly, isn’t a surprise).
It got me reflecting on something that doesn’t get nearly enough attention in the hiring process: offers.
Why This Week Hit Different
Here’s the kicker: those three immediate acceptances weren’t just any offers. They were my candidates.
That’s unusual. Running Rogue, I’m deeply involved with clients and strategy, but a lot of the day-to-day recruiting gets handled by my team. But this week, I was in it. Talking to candidates directly. Hearing their stories. Walking alongside them as we navigated their search. And then seeing the relief, excitement, and sheer joy when the right offer hit their inbox.
And it reminded me why I’m in this business in the first place.
Because let’s be honest: recruiting is brutal 99% of the time. Candidates ghost. Clients change their minds. Budgets shift. People lie. Processes drag on.
But that 1%? When someone gets the role they’ve been working toward, the role that changes the trajectory of their career, the role that makes life better for them and their family? That’s the hit. That’s the reason to keep going.
This week was a good reminder of that.
And it made me realize: we overcomplicate the offer stage way too much.
For Hiring Managers: Stop Playing Games
Here’s where I see companies trip up the most: they treat the offer like a negotiation game.
“Let’s start low and see what happens.”
“They’ll expect to counter.”
“We don’t want to show all our cards right away.”
It becomes a back-and-forth about “winning” instead of what it should be: locking in the right hire and setting them up for success.
But here’s the truth:
Another $5,000 matters a lot to a candidate. It rarely matters to your bottom line.
Drawing out negotiations increases the risk that the candidate walks.
Even if they accept, they might start with a bad taste in their mouth.
And then you wonder why retention suffers.
Here’s how it should go:
Do the work upfront to understand what you can offer.
Present a strong offer, not a placeholder.
Give the candidate everything they need to make an informed decision (comp, benefits, equity, growth path).
They say yes quickly and enthusiastically.
Everyone shifts focus to onboarding and setting them up for success.
That’s exactly what happened with my three candidates this week. And it felt good.
Because the groundwork was already there. The conversations had already happened. No one was surprised. The candidates weren’t left guessing.
It wasn’t about “winning” the negotiation. It was about creating alignment before the offer ever hit their inbox.
For Candidates: Own Your Side
Now let’s talk to the other side of the table.
The offer stage feels awkward for a lot of candidates. People get cagey when it comes to money. They either freeze up or they over-explain themselves into a corner.
Here’s your reminder: companies expect to pay you. This isn’t charity work. They’re not surprised you want a salary.
So don’t make it weird.
State your range clearly.
Stop talking. (Seriously. Say the number and then let the silence do the work.)
Be consistent. If you’ve been targeting $120–130k, don’t suddenly move the goalposts to $150k at the end. That kills trust.
It’s fine to start broad and narrow it down as you learn more about the role, the benefits, and the growth potential. But once you land on what’s fair? Stick with it.
The same way you want a company to be consistent, they want the same from you.
Why Offers Go Sideways
Most of the offer heartbreaks I’ve seen over the years aren’t about money. They’re about clarity, timing, and respect.
Companies holding back info, thinking they’re being “strategic.”
Candidates hedging their answers, thinking they’ll have more leverage later.
Everyone waiting until the very end to have the real conversation.
That’s how you end up with rescinded offers, mismatched expectations, and people starting roles they’re already uneasy about.
The offer stage shouldn’t be a chess match. It should be a natural conclusion to a process where both sides already know what’s coming.
Why It Matters
This week hit me hard because I got to see the other side.
Three candidates got life-changing offers. They didn’t hem and haw. They didn’t feel short-changed. They said yes and celebrated.
And here’s the truth: those moments don’t happen by accident. They happen because the process was clear, aligned, and respectful all the way through.
The Bottom Line
Hiring doesn’t have to be a game.
For companies: Put your best offer forward. Make it strong, make it clear, and move fast.
For candidates: Be honest, be consistent, and know your worth.
For both: Stop saving the real conversation for the very end.
Because when the offer is strong and aligned, it’s the easiest part of the process. It’s the 1% that makes all the 99% worth it.
And if you’re a founder or hiring manager who wants to stop losing great candidates at the finish line, that’s the kind of process I help build.
👉 Reply to this email to book a free Hiring Health Check.
See you next Monday,
Robin
#gorogue
How 433 Investors Unlocked 400X Return Potential
Institutional investors back startups to unlock outsized returns. Regular investors have to wait. But not anymore. Thanks to regulatory updates, some companies are doing things differently.
Take Revolut. In 2016, 433 regular people invested an average of $2,730. Today? They got a 400X buyout offer from the company, as Revolut’s valuation increased 89,900% in the same timeframe.
Founded by a former Zillow exec, Pacaso’s co-ownership tech reshapes the $1.3T vacation home market. They’ve earned $110M+ in gross profit to date, including 41% YoY growth in 2024 alone. They even reserved the Nasdaq ticker PCSO.
The same institutional investors behind Uber, Venmo, and eBay backed Pacaso. And you can join them. But not for long. Pacaso’s investment opportunity ends September 18.
Paid advertisement for Pacaso’s Regulation A offering. Read the offering circular at invest.pacaso.com. Reserving a ticker symbol is not a guarantee that the company will go public. Listing on the NASDAQ is subject to approvals.