You are finally leaving your current employer, and the conversation has been going well. The recruiter has said they want you, and the company is excited about hiring you. So all that’s left to do is get your signature and wait for a response from the technology recruitment agency, right?
Often right when things seem to be going against you, an unforeseen event will happen to turn things in your favor — like a counteroffer from the company you are leaving.
When someone gets a counteroffer, it can be hard to know what actions should be taken next. Some employers ask if there is no formal procedure in place, while others construct a plan that they then follow when it happens.
While any counteroffer can derail you, specific steps are important to take to salvage the situation and maintain control of the process. Below are some tips on how to handle them.
Talents who are in the process of leaving their companies must be careful to avoid telling their employers about their current salary or what they want when it comes to salary for when they go.
This is because when a talent discloses this information, the employer is given the upper hand in the situation. Never discuss salary until you have a firm offer in writing from the company.
Let’s face it. Once a counteroffer is on the table, there is a good chance you will want to stay at your current employer. In this case, you will need to know how to respond wisely.
The first thing to remember when dealing with a counteroffer is not to panic. Tell your digital recruiter that you are unsure what to do next. (If your recruiter has not yet left the company, make sure to schedule a meeting with them to discuss your options.)
The good news is that if you are currently negotiating with the counterparty about leaving, it will appear as though both sides are flexible.
Instead, always be cautious and consider your options. Do not give in to the counterparty right away. Rather, sit down with your agent or recruiter and assess what benefits you may be able to get from staying.
Recruiters are often your best ally when it comes to getting the most out of a counteroffer. Let them know that you are unsure what you want but that the offer is certainly an improvement over what you have been making at your current employer. You can also ask for their help in negotiating this new offer.
For instance, your main reason for leaving is the prolonged working hours. Your recruiter could look into whether there are any opportunities to work part-time or alternative hours.
When dealing with a counteroffer, it is always important to think about the long-term consequences of your choice. At times, the offer may be so good that it is hard to decide whether you really want to move forward with your plans.
Will it benefit you to leave, or will it be better to stay? Will it affect my career growth? Can I network with the group I want to be part of at the new company? These are just some of the most important questions you should ask yourself and your recruiter before you sign on to a counteroffer.
Once you have made the decision to accept the counteroffer, you must be transparent with your recruiter. They should understand that they need to prepare a letter of resignation and a verbal offer letter.
This verbal offer letter should include a time frame in which you will provide your response. For example, say you have been offered a salary of $200,000 for a six-month position with an annual target bonus of $50,000.
It will be in your best interest to provide a response in the coming weeks. This way, they will know you are not planning to do anything foolish, and you will be able to make the decision that is best for your career.
Finally, never leave your recruiter hanging about whether or not they should proceed with the process. You must let them know that you received an offer and that your recruiter will be able to deliver your letter of resignation.
If you fail to do this, it can put your technical recruiter in a challenging position. It will make it appear as though they spent time on finding new opportunities for you and then failed to deliver the goods. This can be frustrating for both sides of the equation, especially if it is the last thing they want to do.
Most technology recruitment agencies have gone through this situation before, so always remember to ask them for help.
Some digital agencies have special tools or processes they use to ensure that talents are kept up-to-date on the status of the counteroffer process.
They may also have ways of ensuring that your recruiter is not at risk if you decide to proceed with the counteroffer.
There are times when counter offers can be very appealing. However, there are also times when it is best to decline the counteroffer.
It can be tricky, but you should always make sure that you have a plan in place before it happens. This way, you can turn a potential disaster into a win for both parties.