BLOGS
As Recruiters, we sometimes encounter candidates who use the hiring process to secure a counteroffer from their current employer. While it might seem like a smart tactic, it often backfires. I recently was on the wrong side of a counteroffer with a candidate who assured me no amount of money was going to change their mind.
For Candidates:
Counteroffers may offer more money or perks, but they rarely address the core reasons you considered leaving. Trust with your employer may be strained, and many who accept counteroffers still leave within a year. Instead, focus on opportunities that align with your long-term goals and remember the reasons you were on the market in the first place.
For Recruiters:
Facilitating career moves takes time, effort, and trust. When a candidate backs out for a counteroffer, it impacts everyone—especially other candidates who truly wanted the role. This also causes tension between the recruiter and their client, who is relying heavily on the recruiter to get the candidate over the line.
The Bottom Line:
Recruitment works best when both parties are open and intentional. If you’re considering new opportunities, engage with honesty and focus on growth, not just short-term gains.
The Lesson Learned:
The valuable takeaway of this experience was realizing that every situation and every person is so different. Some people really are so motived to leave a company that even increases of 30% will not make them stay, while others say they are not motivated by money, but then see the increase in black & white and their mind suddenly changes. Treating every scenario uniquely, being quick to adapt and understand your candidate as a recruiter is key to not wasting time, experiencing the “used” feeling and ensuring satisfaction for the client.
