what is your impression of this article? There are few things more frustrating to a hiring manager or recruiter than having an in-demand top candidate who you have fought hard to sell reject your offer at the last minute. However, if you are willing to go the extra mile, there are some powerful deal closers or sweeteners that you should consider. These deal closers aren’t cheap or easy, but I have seen each of them work amazingly well. Speed wins most offer competitions — Speed is everything. A “bird in the hand offer” that is made the same day of their final interview (before they leave) is even more impressive. It shows that your manager is decisive and that the candidate is wanted. Make them a dream-job offer — for top candidates, ask them to create a list of the characteristics of their ideal or dream job on a blank sheet. Meet their dream-job criteria when you craft their offer. Influence the influencers — decisions to accept the new job are major decisions, so they are not made alone. Wherever possible, influence those individuals who will influence the candidate’s final decision. Reach out to pre-identified job references, colleagues, mentors, and family members. Provide them with information so that they will proactively go out of their way to encourage the candidate to say yes. Hire them both — entice them with a once-in-a-life opportunity to work alongside someone they want to work with. Offer to hire a top colleague, a mentor, their best friend, or a qualified family member as a package deal, and let them initially work together on the same project. CEO calls — having a passionate and personalized call from your CEO that asks them to say yes, so that “together we can build this company to the next level” is powerful. A handwritten note from the CEO attached to the offer letter is also a nice touch. Offer an “exploding bonus” — offer them an exploding bonus to put pressure on them to decide quickly. This is where a significant sign-on bonus is offered, but it is contingent on the offer being accept