Counteroffers are typically made in conjunction with some form of flattery…

• You’re too valuable. We need you.
• You can’t desert the team and leave them hanging.
• We were just about to give you a promotion, and it was confidential until now.
• What did they offer? Why are you leaving? What do you need in order to stay?
• Why would you want to work for that company?
• The President wants to meet with you before you make your final decision.

Counteroffers usually take the form of…

• More money
• A promotion or more responsibility.
• Promises or future considerations
• Disparaging remarks about the new company

Before you agree to a tempting counter-offer, consider these universal truths:

• Where did the additional money or responsibility come from?
• Why were you not recognized before?
• Will you be limited in the future?
• You’ve demonstrated your unhappiness and typically won’t be considered part of the team.
• Your reasons for wanting to leave still exist. Nothing will change within the company.
• A rule of thumb among recruiters is that more than 80% of people accepting counteroffers leave or are terminated, within 6 to 12 months.
• Half of those who do succumb reinitiate their job searches within 90 days.
• Finally, when making decisions, look at your current job as if you were unemployed.
• Which potential holds the most real potential?

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