Discuss a counteroffer without steering a candidate
Help a candidate name priorities after their employer responds to a resignation.
A counteroffer can make a candidate feel hurried and watched. A recruiter should create room for the person to think through their own reasons for exploring. The recruiter can explain process timing and role facts, while the candidate decides whether to continue.
Begin by asking what prompted the search before the counteroffer arrived. Listen for work scope, manager relationship, commute, pay, learning, or schedule. Then ask what information the candidate still needs about the prospective role. Do not predict how either employer will behave. Record any changed preference and ask permission before updating the client.
Jordan told recruiter Nia, “My manager offered a raise if I stay. I do not know what to do.” Nia replied, “You do not need to decide on this call. When you first contacted me, you mentioned wanting product work and fewer overnight releases. Has either priority changed?” Jordan said, “The raise helps, but the release schedule is still exhausting.” Nia said, “I can confirm the prospective team's release schedule and interview timeline. Would that help you compare the choices?” Jordan agreed.
The conversation keeps the candidate in control and gives them facts they can use.
Practice by listing five questions that invite reflection without recommending a choice. Roleplay with a colleague who plays a candidate seeking an answer from you. Notice whether your questions return the decision to the candidate. Afterward, write a brief consent note stating what you may share with the client, such as availability or a request to accelerate an interview. Read it back to the candidate before saving it.
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