The counter-offer trap

You've found the right person. Weeks of searching. A strong process. A good offer. They accept.

Then they hand in their notice, and their current employer makes a counter-offer. More money. A promotion. A promise that things are about to change.

And suddenly, the person who was excited about joining you isn't quite so sure.

I've seen this play out enough times to know that the offer isn't where the real work ends. The important conversation needs to happen before the resignation.

·      Why are they leaving?
·      What hasn't worked in their current role?
·      What would genuinely make them stay?
·      And what are they likely to hear when they tell their employer they're going?

If someone is leaving primarily for money, a counter-offer might be enough. But if they're leaving because of their manager, lack of progression, culture or workload, more money doesn't necessarily change the underlying reason.

That's why recruitment isn't just about finding someone and getting them to accept an offer.
It's understanding why they're moving, what they're moving towards, and what might pull them back. And then staying close during the notice period.

A counter-offer isn't necessarily a problem. Being surprised by one is.

Have you ever had a strong candidate accept an offer, only to change their mind after resigning? I'd be interested to hear how you handled it.