A higher salary often feels like the ultimate validation at work. When companies suddenly offer bigger paychecks to retain employees, it can seem like recognition finally arriving at the right moment. But one career coach says that moment can be misleading. Sharing a cautionary story from his experience in HR, Simon Ingari explained how accepting a lucrative counteroffer might look like a win initially, yet sometimes serves as a temporary move by companies rather than genuine appreciation.
Ingari, a career coach, recently shared the story on X while warning professionals about the risks of accepting counteroffers. According to him, situations like these are more common than many employees realise. In one case he encountered while hiring, a candidate who was earning 100,000 and received a new job offer worth 170,000, marking a significant 70 per cent increase in salary.
However, things took an unexpected turn almost immediately. Within just 15 minutes of receiving the offer letter, the candidate rejected the offer. His then-current employer had stepped in with a counteroffer worth 190,000, effectively offering a 100 per cent hike compared to his existing salary. Tempted by the substantial increase, the employee decided to stay with his company instead of taking the new role.
For a short period, the decision appeared to have worked out in the employee’s favour. The counteroffer had not only matched the external opportunity but exceeded it. But according to Ingari, the outcome unfolded very differently a few months later. Four months after accepting the counteroffer, the same employee reached out to him again, this time looking for a job. By then, his company had laid him off and replaced him with a cheaper resource. The message he sent carried a tone of regret and apology, asking if there were any openings available again.
For a short period, the decision appeared to have worked out in the employee’s favour. The counteroffer had not only matched the external opportunity but exceeded it. But according to Ingari, the outcome unfolded very differently a few months later. Four months after accepting the counteroffer, the same employee reached out to him again, this time looking for a job. By then, his company had laid him off and replaced him with a cheaper resource. The message he sent carried a tone of regret and apology, asking if there were any openings available again.
Why to never accept a counteroffer?
Using this example, Ingari argued that counteroffers often serve a strategic purpose for companies rather than representing genuine appreciation for an employee’s work. He explained that such offers can sometimes be a way for organisations to buy time while they search for a less expensive replacement.
He also pointed out that loyalty within the workplace rarely changes simply because more money is offered at the last moment. If an employee’s contributions were truly valued, the company would have addressed compensation concerns earlier rather than waiting until the employee decided to leave.
Ingari’s message to professionals was straightforward: counteroffers may feel flattering and financially rewarding in the moment, but they do not necessarily reflect long-term security or respect within the organisation.
Netizens react
Several users shared similar experiences after reading the story. One described how a friend stayed back after accepting a smaller counteroffer and a promise of promotion. Over the next few months, a junior employee began shadowing him in meetings and sharing his responsibilities. Four months later, he was laid off and a junior replaced him at half the salary.
Others argued that counteroffers often act as a short-term retention tactic, used by companies to keep operations running while searching for replacements. Some disagreed, suggesting employees should negotiate raises during annual reviews and present clear evidence of their value instead of relying on outside offers.