By Carlo Coumoutsos, Managing Partner at Landing Point
Hiring decisions are rarely easy. Even when a standout candidate comes along who performs well throughout the interview process, many hiring managers feel indecision over the fact that there could be someone out there better suited for the role.
It’s a natural instinct. Organizations want context, comparison, and confidence before extending an offer. But in competitive hiring markets, over-analyzing or delaying a decision can sometimes cost companies the very candidate they were excited about in the first place.
The reality is that strong candidates are often exploring other opportunities. By the time someone reaches a final round interview, there’s a good chance they’ve had interviews at other companies as well. Waiting to see “one more comparable candidate” may feel like due diligence, but it can also create unnecessary risk.
In this video, Carlo Coumoutsos, Managing Partner at Landing Point, shares advice for hiring managers navigating the final stage of the interview process and explains why confidence and decisiveness can make the difference between securing top talent and losing it.
[Carlo Coumoutsos, Managing Partner at Landing Point, explains why hiring managers should avoid over-comparing candidates at the offer stage.]
Key Takeaways
- Hiring managers sometimes delay offers to compare additional candidates, which can increase the risk of losing a strong candidate.
- Both employers and candidates take a leap of faith when accepting an offer.
- When the team has consensus after a final interview, it’s important to act decisively.
It’s common for hiring teams to finish a final-round interview feeling confident about a candidate but still hesitate before extending an offer. Often, the reasoning is simple: they want to see another comparable candidate to validate the decision.
While this instinct is understandable, it can unintentionally create friction in the hiring process. When a team already agrees that a candidate would be a strong addition, delaying the decision to wait for another comparison can shift the balance of momentum. The candidate who felt excited about the opportunity may begin to question the organization’s interest or accept another offer in the meantime.
There will always be uncertainty in hiring. Even after extending an offer, it’s possible another talented candidate could appear weeks later. But the same uncertainty exists on the candidate’s side as well. When someone signs an offer letter, they’re making their own leap of faith that the role and company are the right fit.
Confidence & Decisiveness Matter
If the interview process has produced a clear consensus and the candidate aligns with the team’s needs, moving forward quickly sends a strong signal of commitment and professionalism. In many cases, that confidence can be the difference between securing top talent and continuing the search.
Looking Ahead
Finding the right candidate requires both thoughtful evaluation and timely decision-making. At Landing Point, our recruiters work closely with hiring managers throughout the process to provide market insight, candidate feedback, and guidance on navigating critical stages like the offer decision.
If your organization is hiring and looking for support in identifying and securing top talent, connect with our team to learn how Landing Point can help.
Transcript
Carlo Coumoutsos:
In an interview process, we will sometimes have clients come to us after a final round interview with a candidate and say, “We love them. They’re great. They’re the only person we’ve moved past the first and second rounds. We think they’d be a great fit. But before we move toward an offer, we need to see a comparable candidate so we can make sure we’re making the right decision.”
While I completely understand that sentiment, context matters. There are other things to consider. Does the candidate you love have other interviews they’re conducting on their own? Is there a time sensitivity where you might risk losing them in the pursuit of another candidate?
Are you okay with that risk?
Because there’s always going to be a chance that you make an offer to someone, and then a few weeks later someone just as good (or better) might come around.
That same risk exists for the candidate as well. The moment they sign an offer letter with you, maybe a few weeks later something else could come along that might have been better for them.
That’s why it’s a leap of faith for both parties. If you have consensus after the final interview among the team, don’t shy away from being assertive and moving toward that offer.
About Carlo Coumoutsos
Carlo Coumoutsos is the Managing Partner at Landing Point, where he oversees the firm’s Accounting & Finance, Capital Formation & Investment Support, and Tax & Family Office practices. He partners with clients across the Tri-State area and beyond on executive search and finance leadership hiring for asset management, private equity, and family office platforms.
With a background as a CPA and former PwC auditor, Carlo brings precision, credibility, and deep financial acumen to every search. Notable searches include CFOs and financial leadership roles across diverse investment entities and multi-family offices.
A hands-on mentor and integral part of Landing Point’s growth, Carlo leads the firm’s training programs, continuing education, and partnerships with academic and community organizations that support career readiness. He is known for a balanced approach that combines technical expertise with relationship depth and long-term client partnership.
Carlo holds both a BS and MS in Accounting from Fordham University and lives in New York with his wife and four sons.