Preface: Why Counter Offers Are a Red Flag

When your candidate goes in to resign and walks out with a counter offer in hand, it’s often a turning point and not in your favor. As a recruiter, this moment can unravel weeks (or months) of work. But here’s the truth: if a candidate accepts a counter offer, their time with the current employer is often already on a ticking clock.

Why? Because once the resignation is on the table, the employer now knows there’s a lack of loyalty. That trust breach doesn’t go away. Even if the employer reacts emotionally and offers more money or a promotion, they often begin quietly planning for the candidate’s replacement. What feels like a win for the candidate is often just a short-term retention tactic while the company regroups.

Your Role as the Recruiter: As a recruiter, it’s your job to get ahead of the counter offer conversation, not just react to it. Here’s how to take control:

1. Pre-Close from Day One: Start talking about counter offers early in the process. Ask the candidate:

“What would you do if your current company offered you more money to stay?”

“If your boss made you feel appreciated tomorrow, would you still want to leave?”

These questions help you gauge real motivation and surface any hesitation long before an offer is on the table.

2. Educate with Facts, Not Emotion: Walk candidates through the real-world impact of accepting a counter offer:

• Over 80% of people who accept one are back on the job market within 6 to 12 months.
• The root reasons for leaving rarely get resolved with more money.
• Trust erodes, and advancement stalls.

Give them the logic behind the emotional fog, especially when they’re flattered and unsure.

3. Coach Them Through the Resignation: A sloppy resignation can make counter offers more tempting. Help them craft a clean, confident message that avoids opening the door to negotiations:

Keep it simple and firm: “I’ve made a decision to move on. I’ve accepted another opportunity that aligns better with my long-term goals.”

Avoid giving the employer leverage to negotiate or guilt them into staying.

4. Stay Close- This Is When It Matters Most: The 48 hours after a resignation are the danger zone. Stay in close contact. Be available. Reaffirm the reasons they wanted to leave in the first place. Remind them of the opportunity ahead, not just the job, but the culture, growth, leadership, and vision that made them excited in the first place.

5. If They Accept the Counter Offer, Exit Gracefully but Strategically: If the candidate accepts the counter offer, don’t burn the bridge. Congratulate them, and ask permission to stay in touch. Many will come back within a few months. Make sure they remember how you treated them when the decision was tough.

Final Word Counter offers are part of the game, but they don’t have to catch you off guard. With preparation, education, and a proactive mindset, you can reduce the fallout and maintain your role as a trusted advisor. Remember, your value as a recruiter isn’t just about placing candidates, it’s about guiding them through decisions with clarity and confidence.