Making the decision and offer. At Constant Contact, once interviewing is done, a human resources employee typically “facilitates a discussion about the pros and cons of the final candidates,” says Tgettis at Constant Contact. “The main thing that tends to set apart the candidate who gets the offer is just fire in the belly. How motivated are they?”
“Companies make faster decisions if you have another offer, period,” says Marie Burns, recruiting manager at Compete, a Boston-based analytics company. “I always advise friends to interview with multiple companies at the same time and keep options open.”
During negotiations, companies may not be willing to raise the salary offered, particularly if it would make you better paid than similarly seasoned people who work there. These days, many will offer a signing bonus instead, says Tom Summit of Catalyst Recruiting in Rowley, “so it doesn’t mess up their existing salary levels.”
In most cases, candidates who make it past the interview have comparable skills and experience, says Chris Palatucci, head of an executive search firm in Worcester. At that point, he says, chemistry and personality are the most important factors.
And if you can fake those, you’ve got it made . . .