(Editor’s note: The information from this article by Top Echelon Recruiting Software has been taken from an Expert Recruiter Coaching Series webinar by Tricia Tampkin and Jason Thibeault of Moore eSSentials titled, “Eliminate Counteroffers ” Click HERE to watch the video of that training webinar for free.)
Counteroffers are one of the most frustrating, costly, and emotionally draining challenges in the recruiting industry. Every recruiter, whether new to the field or a seasoned veteran, has experienced the gut-punch moment when a deal that seemed closed suddenly falls apart.
A candidate accepts the offer. The recruiter celebrates. The commission is mentally spent. And then…
The candidate takes a counteroffer.
In a recent webinar, Tricia Tampkin and Jason Thibeault of Moore eSSentials tackled this issue head-on, offering a bold and unconventional strategy that flips traditional recruiting wisdom on its head. Their approach doesn’t just reduce counteroffers, but it transforms how recruiters think about them entirely.
This article breaks down their methodology, expands on the psychology behind it, and shows how recruiters can protect their deals, strengthen relationships, and even turn counteroffers into new business opportunities.
Why Counteroffers Hurt So Much
To understand why this strategy works, you first have to understand why counteroffers are so painful.
Recruiting is a profession built on momentum. From sourcing to screening to interviews to offer acceptance, every step builds toward a final outcome. By the time a candidate accepts an offer, the recruiter has invested significant time, energy, and emotional capital.
As Tricia Tampkin explains, recruiters often mentally spend the commission the moment an offer is accepted.
So when a counteroffer derails the deal, it doesn’t just feel like a loss. It feels like something was taken away.
And the numbers can be staggering.
The webinar highlighted a real-world example: a recruiter lost $400,000 to $500,000 in revenue in just a few months due to counteroffers.
The Hidden Truth About Counteroffers
Most recruiters think of counteroffers as purely financial.
But that’s a mistake.
As Jason Thibeault points out, counteroffers often include:
- Remote work flexibility
- Title changes
- Expanded responsibilities
- Lifestyle improvements
These non-monetary factors can be just as powerful (if not more so) than salary increases.
For example, allowing an employee to work from home can:
- Reduce commuting time
- Lower daily expenses
- Improve work-life balance
Suddenly, a modest raise combined with lifestyle perks becomes highly attractive.
And there’s another critical factor: comfort.
Changing jobs requires learning new systems, building new relationships, and stepping into uncertainty. Many candidates would rather stay in a familiar environment than face the discomfort of change.
The Biggest Mistake Recruiters Make
One of the most dangerous mistakes recruiters make is avoiding the counteroffer conversation altogether.
Some hope that if they don’t bring it up, it won’t happen.
Others assume that once a candidate accepts an offer, the deal is done.
But as Tricia Tampkin emphasizes:
“This is a conversation that is mandatory.”
Failing to address counteroffers proactively is like ignoring a known risk in a high-stakes deal.
It doesn’t eliminate the risk. Instead, it amplifies it.
When Should You Address Counteroffers?
Timing matters.
The webinar outlines several key moments when recruiters should have this conversation:
- When an offer is likely
- After a successful interview
- During resignation preparation
- When red flags appear
The most important rule?
Have the conversation before the candidate resigns.
Once a candidate has accepted a counteroffer, it’s too late.
What NOT to Do: The Old, Broken Approach
Before introducing their solution, Tampkin and Thibeault highlight what recruiters should stop doing immediately.
1. Don’t Get Emotional or Aggressive
Some recruiters respond to counteroffers with frustration or anger, even berating candidates.
This damages relationships and destroys trust.
2. Don’t Use Fear Tactics
Statements like:
- “You’ll be replaced in a few months”
- “They’re just buying time”
…may sound logical, but they create pressure, not persuasion.
3. Don’t Use Fake Statistics
The infamous claim that “90% of candidates who accept counteroffers leave within a year” is largely unverified.
Using unreliable data undermines credibility.
4. Don’t Pressure or Guilt Candidates
Recruiting is about influence, not control.
Trying to force a decision often backfires.
The Counterintuitive Solution: Encourage the Counteroffer
Now comes the surprising part.
Instead of fighting counteroffers . . . encourage them.
Yes, you read that correctly.
Tampkin explains that recruiters should actually say something like:
“I would be remiss as your advisor if I didn’t encourage you to explore a counteroffer.”
This approach does two powerful things:
- It builds trust
- It disarms resistance
Candidates are not used to hearing this from recruiters. It immediately positions you as an advisor, not a salesperson.
Step One: Get the Candidate to Dream Big
The key to this strategy is anchoring.
You guide the candidate to define what an ideal counteroffer would look like, without limitations.
This includes:
- A significantly higher salary
- A large retention bonus
- Changes in reporting structure
- Remote work flexibility
And here’s the critical part:
Make it big. Really big.
Tampkin even suggests asking questions like:
- “Would you stay for double your salary?”
- “What about a $500,000 retention bonus?”
The goal is to push the candidate beyond realistic expectations.
Why This Works: The Psychology of Anchoring
This technique leverages a well-known psychological principle: anchoring bias.
When people evaluate options, they compare them to a reference point.
By setting that reference point extremely high, you make any actual counteroffer seem insufficient.
For example:
- Candidate expectation: $100,000 raise + remote work + new boss
- Actual counteroffer: $20,000 raise
Result?
The counteroffer feels inadequate, even if it’s objectively strong.
Step Two: Reinforce Their Original Motivation
While building the “dream counteroffer,” you also revisit why the candidate wanted to leave in the first place.
This might include:
- Poor management
- Lack of growth
- Work-life imbalance
By combining emotional dissatisfaction with unrealistic expectations, you create a powerful internal comparison.
The candidate begins to think:
“Even if they improve things… it still won’t be enough.”
Step Three: Prepare the Candidate for Resignation
When the candidate resigns, their employer will likely ask:
“What would it take to keep you?”
Your goal is to ensure the candidate confidently responds with their anchored expectations.
For example:
“I’ve thought about it carefully. I would need a $100,000 retention bonus, a new reporting structure, and remote work.”
At this point, one of two things happens:
Scenario 1: No Counteroffer
The employer realizes the request is unrealistic and doesn’t make an offer.
Scenario 2: A Weak Counteroffer
The employer makes a modest offer that falls far short of expectations.
Either way, the recruiter wins.
The Rare Exception and Why It Still Works
In one rare case, a candidate asked for a 4x salary increase and got it.
At first glance, this might seem like a failure for the recruiter.
But the outcome was extraordinary:
- The candidate was promoted significantly
- The recruiter gained a loyal advocate
- The recruiter received new business from the company
What looked like a lost deal turned into long-term revenue growth.
The Relationship Advantage
One of the most overlooked benefits of this strategy is how it strengthens relationships.
By encouraging the counteroffer, you:
- Build credibility
- Show genuine concern for the candidate
- Differentiate yourself from other recruiters
As Tampkin notes, candidates often think: “Wow . . . this recruiter is different.”
That perception can lead to:
- Repeat business
- Referrals
- Long-term partnerships
What About Unemployed Candidates?
Counteroffers don’t apply to unemployed candidates, but the same principles do.
The webinar suggests using emotional commitment techniques, such as:
- Sending welcome gifts
- Scheduling pre-start meetings
- Creating early engagement
These small gestures build psychological attachment and reduce the risk of no-shows.
Turning Counteroffers into Opportunities
Perhaps the most powerful takeaway is this:
Counteroffers are not just risks; they are opportunities.
Handled correctly, they can:
- Strengthen relationships
- Generate referrals
- Create new business
Even when a deal falls apart, the long-term value can outweigh the immediate loss.
Final Thoughts
The traditional approach to counteroffers is defensive, reactive, and often ineffective.
The approach taught by Tricia Tampkin and Jason Thibeault is the opposite.
It is:
- Proactive
- Strategic
- Psychologically grounded
By encouraging counteroffers instead of resisting them, recruiters can:
- Reduce deal fallout
- Build stronger relationships
- Increase long-term revenue
In a profession where outcomes are often unpredictable, this method provides something invaluable:
Control.
And in recruiting, control is everything.
