Every recruiter knows the feeling.
You put in the work. You chase the passive candidate who “wasn’t looking.” You sell the opportunity, close the deal, and get the verbal “yes.” Relief floods in. Offer accepted. Start date locked.
Then comes that call.
“Hey… I’ve been thinking. My current company made a counteroffer. I’m going to stay.”
And just like that — gone.
All the hours, all the strategy, all the relationship-building evaporate. You’re back at zero while the candidate cashes in and plays it safe.
This isn’t rare. It’s the recruiter’s heartbreak anthem on repeat. But here’s the bitter truth most avoid: counteroffers rarely solve anything. They buy time, mask problems, and often delay the inevitable. Yet companies still offer them. Candidates still take them. Recruiters still get burned.
It’s time to stop playing a rigged game.
Why Candidates Still Fall for Counteroffers
To fight back, you have to know the opponent. Candidates don’t stay because they’re greedy or disloyal (though some are). They stay because counteroffers hit them where they’re vulnerable.
- Fear of Change. The job they hate feels safer than the unknown.
- Emotional Ties. Friends, mentors, and comfort convince them to stay put.
- Money. A sudden raise or bonus makes leaving feel foolish — at least short term.
- Lack of Real Intent. Some were never serious. They just wanted leverage.
For recruiters, spotting these signals early is survival.
How Counteroffers Blow Up the Hiring Process
When candidates flip last-minute, damage spreads fast — and wide.
- Wasted Money + Time. Recruitment costs skyrocket when a search has to be restarted from scratch.
- Brand Damage. Consistently losing candidates makes your company look weak or undesirable.
- Burned Bridges. The candidate might regret staying later, but that doesn’t mean they’ll call you back.
- Recruiter Burnout. Watching hard work get wiped out again and again wears down even the best in the game.
The Brutal Truth: Most Who Stay, Still Leave
Here’s the coldest fact of all:
80% of candidates who accept counteroffers leave within six months.
90% leave within a year.
Why?
Because a salary bump doesn’t fix bad bosses, broken cultures, or limited growth. It just postpones the breakup. Plus, accepting a counteroffer erodes trust. Management knows you were halfway out the door — and they won’t forget.
Even worse, many counteroffers are stall tactics. Companies keep you long enough to find your replacement. Then they cut you loose.
How Recruiters Can Finally Flip the Script
It’s time to stop hoping candidates will do the right thing and start controlling the narrative.
Pre-close hard and often.
Ask direct questions early and throughout the process. Why are they leaving? What will keep them from staying? Get real answers.
Educate them.
Don’t just sell the job. Teach them about the risks. Counteroffers rarely work. Trust gets broken. And more often than not, they end up restarting the job search soon after.
Sell the vision.
Money fades. Vision sticks. Connect them emotionally to the role, the mission, and the team. Make it about more than dollars.
Recruit with allies.
Hiring managers aren’t spectators. They need to help close candidates with genuine excitement and buy-in.
Always have a Plan B.
No matter how strong a candidate looks, always keep other options warm. Protect yourself and your process.
Time to Change the Game
The counteroffer cycle is a losing game.
Candidates don’t win. Employers don’t win. Recruiters definitely don’t win.
So why keep playing?
If recruiters want to stop getting burned, they need to stop negotiating at the edge of commitment. Shift the focus from simply filling seats to building connections candidates don’t want to walk away from — no matter who throws money at them later.
Because when your offer connects with purpose, culture, and growth — not just pay — counteroffers start sounding cheap.