Why You Should Think Twice About Accepting a Counter Offer

This blog has been updated in 2025 to reflect more recent trends.

Counteroffers. As recruitment professionals, we rarely see these work out in the long term. While they might seem like a win initially, they often do more harm than good—both for career progression and professional reputation.

In today’s competitive job market, building and maintaining a strong personal brand is more important than ever. This is especially true in tight-knit industries like defence, where word travels fast. So, before you consider accepting a counteroffer, here’s why it might not be the best move for your career.

A Real-Life Cautionary Tale

Not long ago, Kinexus worked with an engineer who was struggling to find a new role. Despite having solid technical experience, their reputation had taken a hit. Why? Because just a few months earlier, they had accepted a counteroffer after going through multiple interview processes and turning down two other job offers.

The hiring managers engaged with remembered this decision and, unfortunately, word spread quickly. Despite the candidate’s technical know-how, the perception was now of an unreliable time-waster. As a result, companies became hesitant to consider this person for future opportunities, limiting their career options.

The Risks of Accepting a Counteroffer

So before you say yes to staying put, consider these risks:

• Damaged reputation: Employers talk, especially in niche industries. Accepting a counteroffer can make you seem unreliable or indecisive.
• Underlying issues remain: Whatever made you want to leave—whether it’s lack of career growth, poor management, or a toxic work environment—likely won’t change just because you got a raise.
• Relationship with your current employer suffers: Your current employer now knows you were ready to leave. This can strain relationships with managers and colleagues, leading to reduced trust and fewer future opportunities.
• Stalled career growth: Many professionals who accept counteroffers find themselves overlooked for promotions and high-value projects.

In fact, studies suggest that over 80% of employees who accept counteroffers leave within six to twelve months anyway—either because their situation hasn’t improved or because they’ve lost trust with their employer.

Why Companies Make Counteroffers

Understanding why companies extend counteroffers can help put things into perspective:

• Retention is cheaper than recruitment: Replacing an employee is costly and time-consuming. A pay raise is often the more convenient option.
• Business continuity: Losing an employee mid-project can create disruption and impact team morale.
• Protecting company interests: Companies don’t want skilled employees taking knowledge and experience to competitors.
• Buying time: Some employers make counteroffers as a short-term fix while they search for your replacement—at a lower cost.

The Bottom Line

Well-managed companies have clear salary structures and career growth pathways, meaning you should be getting paid what you’re worth without resorting to a counteroffer.

Instead of accepting a counteroffer, consider why you wanted to leave in the first place. Is a short-term salary bump worth sacrificing long-term career growth and industry credibility? In most cases, the answer is no.

If you're considering a career move, focus on opportunities that align with your professional goals rather than settling for a reactive offer from your current employer. Your future self will thank you for it.