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Now that you’ve decided to make a candidate an offer, what should that offer be? Should you focus on equity or salary? What about their needs? It’s almost impossible to know what will make the candidate most excited, so I suggest making 3 offers.
Don’t agree to meetings you don’t want to attend. Instead, provide a polite no and move on, without creating a negative impression on someone else.
Finding someone great for your open role is incredibly hard, so when you finally find someone that meets that high bar, get them an offer before they leave the interview.
I always recommend allocating more than the standard 10% for your employee stock option pool. 15% is a good starting point.
