Blog · Market insight
Counteroffers in finance: when to make one and when to let go
August 2026 · 4 min read
A counteroffer buys time, not loyalty
The research on counteroffers is consistent: most people who accept one leave within a year anyway, because the reasons they looked elsewhere — progression, workload, management — rarely change with a pay rise. If you make a counteroffer, make it because the person is genuinely hard to replace right now, and use the time it buys to plan properly.
When letting go is the better move
If the resignation is about money alone and the person is underpaid against the market, a counteroffer can work. If it is about scope, progression or culture, matching a salary will not fix it — and you will be re-running the same search in six months with a team that watched you pay a premium under pressure.
What to do in the first 48 hours
- Have an honest conversation about why they looked, not just what they were offered
- Decide whether you would rehire this person into the role today
- Map the notice period: what must be documented, handed over or redistributed
- Brief your recruiter early so a search can start the moment you decide
The quieter lesson
Most counteroffer situations are visible months in advance. Regular pay reviews against the market, honest progression conversations and manageable workloads are unglamorous — and far cheaper than a rushed replacement search.
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