Preparing Candidates for Counteroffers

You prepare a candidate for a counteroffer long before the offer arrives: learn their real reasons for wanting to leave, ask early what they'd do if their employer offered more money, and coach them through a short, firm resignation conversation. A candidate who has already thought it through is far less likely to be talked into staying.

Why do counteroffers derail placements?

Resigning is uncomfortable, and employers often respond with more money, a new title or an appeal to loyalty. In the moment, staying feels easier than leaving. If the candidate hasn't decided in advance what matters to them, the counteroffer can undo weeks of work for everyone involved.

When should you bring up counteroffers?

On the first serious conversation, and again at every stage. Ask:

• "Why are you open to a move right now?"
• "If your company offered you more money to stay, what would you do?"
• "Have you raised these issues with your manager? What happened?"

If money is the only reason they're looking, take that seriously. A raise may solve their problem, and it's better to know before the client makes an offer.

How do you help a candidate resign?

1. Write the resignation letter first. Short, positive and with a clear last day.
2. Rehearse the conversation. Thank the manager, state the decision, offer a clean transition and avoid debating the reasons.
3. Decide in advance how to answer a counteroffer. "I appreciate it, but I've made my decision" ends most of them.
4. Stay close for the notice period. Check in after the resignation and during the notice weeks, when second thoughts are most likely.

What should you tell the client?

Be honest about the risk. If a candidate is likely to get a counteroffer, tell the hiring manager so they can move quickly, make a strong first offer and stay in touch with the candidate until the start date.

How do you keep track between offer and start date?

Log every conversation during the notice period and keep the candidate's stage current, so nobody assumes the placement is done before the start date. In identifyd, candidates on a job order move through Offered and Hired, with every touch recorded on their record.