Counter Offers

Navigating the Conversation

If you’re in the process of hiring, or thinking about making a career move, you’ve probably heard the phrase counter offer. Lately, we’re seeing them pop up more often in the market. So, what’s going on? And what should you watch out for, whether you’re the one hiring or the one being hired?

Why Counter Offers Happen

When someone resigns, it can spark panic for their current employer. Replacing a skilled team member takes time, costs money and can disrupt the whole team. A counter offer, a higher salary, a new title, promises of change, are ways to convince someone to stay.

But here’s the catch: a counter offer doesn’t usually address the deeper reasons someone started looking elsewhere in the first place.

What Candidates Need to

Think About

On the surface, a counter offer can feel flattering. You’re suddenly the most valuable person in the room. But take a step back:

  • Why were you looking? If it was about growth, culture, leadership, or flexibility, those issues don’t disappear with a salary bump.


  • Will it last? Research shows many people who accept a counter offer are back in the job market within a year.


  • What do you really want?  Clarity matters. If the new role ticks the boxes you’ve been chasing, don’t let short-term flattery hold you back.

What Employers Need

to Watch For

For SMEs, counter offers can derail the hiring process right at the finish line. That’s frustrating, but it’s also reality in today’s market. The good news? There are ways to reduce the risk:

  • Move with pace. A slow process gives a current employer time to swoop in.


  • Show the bigger picture. Don’t just sell the role, sell the culture, growth opportunities, and impact.


  • Build trust early. Candidates stick with the employer who makes them feel valued from the first conversation.

Our Take at Onside

Counter offers will always be part of the hiring landscape. But they’re rarely the long-term solution they seem to be.

For candidates

Know what you really want, and don’t lose sight of it when the counter offer arrives.


For SMEs

Focus on creating offers that speak to more than just money, and move quickly when you’ve found the right person. 

That’s how both sides make confident decisions that last.