The Non-Offer Offer
By Jeff Altman, The Big Game Hunter
I received a question from someone the posted description of what I can only think of is a non–offer offer. Do you agree with my assessment? Do you disagree?
Hi, I’m Jeff Altman, the Big Game Hunter, and I’m doing an extra video today because someone sent me a situation that they wanted some advice about. And I think it’s something that’s pertinent to more than just simply this one person.
They were telling me about doing a presentation to the CEO of a firm that, judging by this person’s address, would require relocation. The CEO loved the presentation, loved his approach, loved his points, and decided, from the time of their first meeting until now, that he has a choice to make about the direction of his firm and their business model. He’s considering changing the model, and that requires a different team and strategy. And this is completely new to him—I mean new to the writer.
The person reports that he clearly liked him and wants to consider improving their current model, which brings in cash, while considering what will be needed for the other model. To that end, he asked this person to present a proposal to work as a contract employee for 60 days, improving the current model. At the end of 60 days, he would decide whether to bring him on full time.
The question is, well, is this a good thing to do? Are they asking for something that is fair, acceptable? Is this a tactic that he’s using to eliminate me after 60 days, causing turmoil and chaos and what have you?
So, knowing that this involves relocation, you have an offer to work for 60 days—actually, to make a proposal to work for 60 days, to bid on basically two months of work. Now, you’ve got a full-time situation now, and I know, you know, from other parts of this note, you’re not happy with it. But the idea of moving for 60 days of work, you know, we’ve got a house and a family and stuff like that, and uprooting everyone doesn’t seem to be very sensible.
What comes to mind as an appropriate strategy is say, “I’m interested in being involved. Now, talk to me: what do you think is fair in this situation in terms of comp? And please don’t lowball me, okay? Because you’re asking me to uproot myself and move out here. So what do you think is a fair price?” That’s number one.
Number two is you have to ask him this question point-blank: “At the end of 60 days, if you decide to dump this business, sell it, or what have you, what happens to me?”
I know the answer to that question: you’re gone. You know, he’s had two months of consulting, and it’s adios. But, you know, you want him to say what he believes he will do, and then from there put it in writing. Because if the goal is for you to get another job, then this isn’t a job. This is a non-job offer. You know, it’s an opportunity to bid for a consulting assignment, period.
So for now, there’s more to find out. The big thing is, what happens after 60 days if, through no fault of yours, the CEO decides, “You know, let’s sell this sucker,” or “Let’s shut it down,” or what have you? You’re out of a job. Are you okay with that?
Instead, ask him what happens to you at the end of that. I could be completely wrong; experience tells me I’m not. But I could be completely wrong—this could be the most honest guy in the world, and he’s not going to fire you after 60 days. But what if he does? Is that what you want?
Hope you found this helpful. And I’ll simply say that if you have questions for me, drop me a line. Actually, yeah, the best thing is drop me a line at thebiggamehunter@gmail.com. Mention the subject line, “I have a question,” and I’ll try and answer it. Not going to get to everyone, but I will answer some of them.
Have a great day.
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ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
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