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What's Your Offer Readiness Score?

Answer 8 questions about your candidate situation. Get a 0–100 score and specific guidance on what to fix before extending your offer.

Question 1 of 8

Do you know this candidate's current base salary?

Not an estimate — do you have a specific confirmed number?

Yes — confirmed specific number

They told you directly, it's in their application, or you have a third-party confirmed figure

Roughly — I have an estimate or range

They mentioned a general range or you're inferring from market data

No — I don't know their current comp

You haven't collected this information yet

Question 2 of 8

Do you know what compensation they are targeting?

Their minimum floor to move, and their target total comp.

Yes — specific target base and total comp

They have given you real numbers, not just "competitive" or "market rate"

Vaguely — they said "competitive" or gave a wide range

You have a general sense but not a specific number

No — I'm guessing based on market data

You're working from comp surveys, not their stated expectations

Question 3 of 8

Is this candidate actively interviewing elsewhere?

Not whether they're passively open — are they in active hiring processes right now?

No — exclusively focused on this opportunity

They've confirmed they are not in other active processes

Possibly — I haven't asked directly

You don't know and haven't confirmed

Yes — they have at least one other active process

They've told you, or you have reason to believe they're in process elsewhere

Question 4 of 8

Have you confirmed location and flexibility requirements?

Remote, hybrid, in-office — does the candidate know your requirements and have they confirmed they work for them?

Yes — confirmed and no concerns raised

They know the requirements and have explicitly confirmed they work

Partially — requirements shared but not explicitly confirmed

They haven't raised concerns but haven't confirmed either

No — this hasn't been discussed in detail

You're assuming they're fine with it

Question 5 of 8

How motivated is this candidate to actually make a move right now?

Their genuine enthusiasm and commitment to leaving their current role — not just enthusiasm for this specific role.

Highly motivated — clear reasons and genuine urgency

They've expressed specific reasons for wanting to move and have been proactively engaged

Moderately motivated — open but not urgently seeking

They're engaged with this opportunity but seemed comfortable staying put if the offer isn't right

Unclear or lukewarm — hard to gauge real intent

They seem interested in the role but you're not confident they would actually leave their current employer

Question 6 of 8

Do you know this candidate's notice period and availability?

How quickly could they start, and is that timeline compatible with your needs?

Yes — confirmed timeline and it works

You know their notice period and start date flexibility, and it aligns with your hiring timeline

Roughly — you have a general sense

You've discussed it briefly but don't have a specific confirmed timeline

No — you haven't discussed start timing

This hasn't been a topic in your conversations

Question 7 of 8

How likely is a counteroffer from their current employer?

Is this person someone their current employer would fight to keep?

Low risk — unlikely to receive a meaningful counteroffer

They're in a role or situation where a counteroffer is unlikely to be a significant factor

Moderate risk — possible but you've assessed it

You've had a conversation about it and feel reasonably confident, but it's not off the table

High risk — they are likely a high-value employee at their current firm

You know or suspect their current employer would make a strong counteroffer to retain them

Question 8 of 8

Does this role represent a clear career step forward for this candidate?

Scope, title, growth trajectory — would they see this as unambiguously better than where they are?

Yes — clear step up in scope, impact, or trajectory

The role is meaningfully better than their current position on the dimensions they care about most

Roughly lateral — similar level, different company

The role is a comparable move, not a clear step up or down

Unclear or possibly a step down in some dimensions

Scope is narrower, title is equivalent or lower, or there are career trajectory concerns

Your Offer Readiness Score

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What to Address Before Extending

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