Counter-offers are strategically complex. Three perspectives: (1) From the employer: They want to buy time and avoid an expensive replacement -- not necessarily because they value you. (2) From the new employer: If you negotiate after receiving a counter-offer, they may question your loyalty. (3) From you: Why did you originally start looking? If it was only about salary, a counter-offer can work. If it was about culture, leadership, or growth, a counter-offer won't change that. LinkedIn and Randstad: 80% of employees who accept a counter-offer leave within 18 months. Offer management according to ISO 10667: Decision quality increases through structured evaluation criteria rather than emotional reactions. Recommendation: Create a list of 5-10 criteria (salary, growth, leadership, culture, work-life balance), rate both options, then decide.
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