Welcome to The Hero 🗞️. This is approximately a 3.5-minute read.
⏰ Why leading with an apology loses the deal before it starts
🫰 How top candidates actually evaluate offers (it's not what you think)
🧱 A 5-rule playbook for closing under-market roles
TL;DR
Most recruiters lose on comp because they apologize for it - not because the number is the dealbreaker
Top candidates optimize for trajectory, learning, and impact
Stop selling salary. Start selling the story
🚨 The Real Problem
You find a great candidate - the perfect fit, they’re excited about the role.
Then you hear their target compensation package.
And it’s far outside your range.
Most recruiters go one of two ways: apologize or get defensive.
"I know the comp isn't the strongest, but..."
You just told them to care about money before they had a reason to care about the job.
You didn't lose on comp.
You lost on your role’s positioning.
The full breakdown is just below - don’t miss it! 😉
Links of the Day:
🔗 Best Links
Here are some of the best links I’ve found since last time I emailed you:
📩 Email Templates & Outreach Collections
Recruiting Email Templates That Win Candidates (link)
73 Email Subject Lines for Passive Candidates [2025 Templates] (link)
🔎 Staffing Agency Best Practices & Growth
Elevate Your Recruitment: Top Sourcing Strategies for Staffing Agencies in 2026 (link)
Staffing Industry Referral Marketing Best Practices (link)
👩💻 DEI in Hiring
Mastering DEI Recruiting Strategy: A Comprehensive Guide (link)
The Importance of DEI in Hiring (Data-Driven Strategies) (link)
📰 News
Staffing Trends for 2026: What Agencies Must Get Right to Succeed (link)
🖼 The Reframe
Once candidates are making decent money, the question stops being "who pays the most?"
It becomes:
Will I learn anything new?
Does the product or vision excite me?
What challenges and/or problems am I solving?
Will I have real impact - or just a title?
Where does this take me in 3 years?
"How remote is this?" 😆
These aren't soft factors…
They're the reason people leave $250K jobs for $180K ones.
The window is roughly 10-15% below market.
Beyond that, comp kills every deal.
Inside that range?
Everything else decides - but only if you actually sell everything else.
🛠️ Rules of Thumb When Under Comp
1. Never lead with comp. Never apologize for it.
Open with what makes the role different - not what it pays.
The first conversation should make them want the job.
Comp comes later - when they're already leaning in…
2. Sell trajectory, not perks.
"Unlimited PTO" is noise.
Career acceleration (and a plan of how they’re going to get there) is the signal.
Don't say "growth opportunities."
Show the math:
"Our last hire in this role made VP in 3. Industry average is 7." "You'd get board exposure that takes a decade at a big company."
Make the future tangible 🔮
3. Make equity real - or don't mention it.
"Competitive equity" means nothing.
If you're a startup, do the math:
"Based on our trajectory and comparable exits, your package could be worth $X-Y in 4 years."
Realistic assumptions only.
Candidates can smell fantasy from a mile away.
4. Be transparent (early).
Surface the comp range in the second conversation.
If they need more than you can pay, you both save weeks.
If they're in range, now you can sell without the elephant in the room.
Transparency isn't a weakness.
It's confidence.
5. Close on the story, not the number.
When the offer goes out, the candidate should already know why this role is worth more than the salary says.
If you've done your job, the number confirms what they thought (and doesn’t surprise them).
To Sum It Up…
You don't need the biggest offer.
You need the most compelling one.
And To Wrap It Up…
The best closers don't outbid.
They out-position.
Stop apologizing - and start selling.
Want a full framework?
Grab your 5 Closing Strategies Guide 👇
HOW WE CAN HELP?
There are a few ways:
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