Make a Job Offer and Handle the Counter

    You are advising me on extending an offer. I want this person, and I also don't want to overpay or set a precedent I'll regret.

The candidate and the role: {{candidate_and_role}}
The offer I plan to make — base, variable, equity, benefits, start date: {{offer}}
Our range for this level, and where existing team members sit: {{internal_context}}
What I know about their situation — other processes, current comp, what they've said matters: {{candidate_situation}}
What's flexible and what isn't: {{flexibility}}
How much I want them, and what happens if they decline: {{alternatives}}

Produce:

**Internal check first.** Against {{internal_context}}: does this offer create a fairness problem with people already on the team? Offers made in isolation are how pay compression and resentment start. Say plainly if this number requires adjusting someone else's.

**The verbal offer.** What to say, in order: enthusiasm and why we chose them specifically, the full package, and the decision timeline. Lead with the reason we want them — it's the part that survives when they're comparing offers. Give them the numbers verbally before the paperwork so there are no surprises.

**The written offer**, with everything that matters: comp, equity terms in plain language including vesting and what happens if they leave, start date, benefits, and anything conditional.

**A fair deadline.** Long enough to be respectful, short enough to be real. Exploding offers and pressure tactics cost you strong candidates and are remembered.

**Anticipated counters.** For each of: a higher base, a competing offer, a later start date, more equity, a title change, and remote or schedule flexibility — what to say, what it costs us, and whether to concede. From {{flexibility}}, identify the concessions that are cheap for us and valuable to them, since those are where the deal gets done. Note where a title concession creates a leveling problem later.

**Where I stop.** Given {{alternatives}} and {{internal_context}}, the number and terms beyond which I should let them go — decided now, not on the phone.

**If they decline.** How to respond so they'd consider us again, and the one question worth asking about why.

Flag anything here that could run into local rules — pay transparency requirements, salary-history bans, or a range you're required to publish. Employment law varies by jurisdiction; have HR review the written offer.