I’ve often found it effective to do a reverse-sell discussion with candidates before we extend an offer (but after we’ve determined that we’d like to do so). Therein, I tell the candidate all the reasons that they should not join our company: we’re a startup which might run out of money, we’re a quirky bunch, we don’t have titles, we work in a regulated industry, we have long hours, etc. In some cases, we couple this conversation with a review of the strengths and weaknesses that the candidate displayed during the interview process. Counterintuitively, this is a very effective tool in closing candidates. It sets clear expectations, and great candidates see this as an opportunity to grow and be challenged.