Dear Kristy,
How do I handle it when a candidate gets a counteroffer from their current employer?
Counteroffers can be frustrating, but they also reveal important insights. How you respond can make or break the hire. During the process, ask the candidate: “What would make you stay at your current company?” or “How would you respond if they made a counter?” This surfaces red flags and allows you to prepare them mentally before the offer.
When a counteroffer comes in, don’t panic. Revisit their original motivations for leaving. Ask, “What’s changed since you started looking?” Often, money isn’t the real issue—it’s growth, leadership, culture, or feeling undervalued. Avoid a bidding war. Focus on what your role offers beyond compensation: career path, work-life balance, values, or innovation. If your offer aligns with their goals, that’s more powerful than a few extra dollars. If they stay, be gracious. Keep the relationship warm—they might reach out again when the glow of the counteroffer fades.
Candidates who accept counteroffers often leave within 6 to 12 months. Remind them of that stat (if appropriate), but always lead with empathy, not pressure.
You’re not just offering a job; you’re guiding a life decision. Stay clear, supportive, and strategic.
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