Counter offers arrive at the most emotionally charged moment of a job change — right after you've resigned. That timing makes them feel more significant than they usually are, and clear thinking matters most exactly when it's hardest.
Ask why the improvement is only appearing now
If a raise or promotion was genuinely deserved, it's worth asking why it took a resignation to surface it. This isn't cynicism — it's a fair question that often reveals whether the counter offer reflects real change or just retention pressure.
Separate the money question from the reason you were leaving
Compensation is rarely the only reason someone starts a job search. If the real drivers were growth, management, or scope of work, a salary bump alone typically doesn't resolve them — and those issues tend to resurface within months.
- Write down your original reasons for looking before the counter offer conversation happens
- Ask what specifically will change beyond compensation, and get it in writing if significant
- Consider the data: many professionals who accept a counter offer still leave within a year
Think about what accepting signals internally
Some managers view a resignation-triggered raise as a one-time exception; others quietly reconsider the employee's long-term trajectory. It's worth honestly assessing which is more likely in your specific organisation.
If you're weighing a counter offer against a role we've placed you in consideration for, talk to your FOGS recruiter — this conversation comes up often, and they can help you think it through.