The truth about counter-offers
At Levick Stanley, we’ve been talking a lot recently about the pressure on internal hiring teams. With job ads attracting hundreds of applicants, shortlisting the right person takes time, effort and skill. So when a hiring manager and internal talent team both agree on a candidate, it’s a big moment – the start of something exciting.
You’ve landed a new role that feels like a step up. A better culture, more development opportunities, improved pay – whatever the reason, you’ve made the decision to move on. But then comes the counter-offer.
Suddenly, your current employer wants you to stay. The flattery, the salary bump, the promises of change. It’s tempting. But before you say yes, here’s why counter-offers are usually a bad idea, and what to do instead.
Why people leave jobs in the first place
It’s rarely just about money. Here are the most common reasons we see candidates start looking elsewhere:
- Poor management – 82% of UK managers have had no formal training, creating a culture of ‘accidental management’ that leads to frustration, poor communication, and burnout (CMI, 2022).
- Lack of purpose or challenge – If you’re stuck in meetings all day or have lost confidence in the company’s direction, no raise will reignite your motivation.
- No progression – Career development budgets are often the first to be cut. Just 36% of organisations have strong development programmes in place (LinkedIn Workplace Learning Report).
- Uncompetitive pay – With salary compression on the rise, new joiners often earn more than long-serving staff. Switching companies can be the only way to earn market value.
- Toxic culture – Whether it’s leadership changes or post-merger fallout, sometimes the team dynamic just shifts — and not in a good way.
- Lack of flexibility – Hybrid work is here to stay, but not all employers have caught on. Return-to-office mandates are prompting many to look for roles that work better for their lives.
What’s really behind a counter-offer?
A counter-offer might include more money, a promotion, or promises of change. But the real reason they want you to stay?
It’s easier and cheaper than replacing you.
Hiring is expensive. Losing you means disruption, onboarding costs, and time lost. You know the systems, the politics, the people. Keeping you is simply the more convenient option – not necessarily the most genuine one.
But something fundamental has shifted. You’ve shown you’re ready to move on. Your employer knows that. And deep down, so do you.
The numbers speak for themselves
- 50% of candidates receive a counter-offer.
- 80% of those who accept it leave within six months.
- 90% leave within a year.
(Source: Recruitment Software)
So while a counter-offer might seem like a win in the short term, the data suggests it’s just delaying the inevitable — and potentially burning bridges with a company that really wanted you.
What to do instead
Before you even start applying for roles, get clear on why you’re looking. If the real issues are cultural, developmental, or managerial, then no amount of money will fix that.
And if you’ve already found a great opportunity, remind yourself why it stood out in the first place.
How Levick Stanley can help
We specialise in placing exceptional candidates in change, transformation, and technology roles that align with their values, ambitions, and lifestyle.
When you work with us, we’ll help you:
- Get clear on what you really want from your next move
- Identify the opportunities that match your goals
- Navigate negotiations, so you get a package that reflects your value
- Avoid the counter-offer trap and make confident, long-term career decisions
Ready for something better? We’ll help you find it – and make it stick.