Navigating the Complex Terrain of Counter Offers: A Comprehensive Guide 

When the term ‘counter offer’ is thrown into the conversation, it’s not uncommon to witness a certain level of bewilderment on the part of around a third of all FD & CFO candidates. It’s almost like a piece of insider jargon within the realm of recruitment. At its core, a counteroffer refers to a revised proposal put forth by your current employer as a response to your resignation. This new proposition generally competes with or even surpasses the offer presented by your prospective new employer. 

A counteroffer can manifest in a myriad of shapes and sizes, presenting a diverse array of benefits. This could span from additional perks and improved training and development prospects to heightened responsibilities and elevated professional status. Often, though not exclusively, the counter offer materialises as a direct monetary increment. 

But what prompts an employer to extend an enticingly improved package or a more appealing role once you’ve formally submitted your resignation? Drawing from our extensive experience in guiding numerous Finance Directors and Chief Financial Officers through the intricate process of resignations, it’s worth noting that the majority of individuals who have succumbed to the allure of a counter offer have, eventually, harboured feelings of regret. 

The implications and nuances surrounding counter offers are intricate, warranting careful consideration. To assist you in making an informed decision, we invite you to download our fact sheet, which encapsulates essential points that demand your attention before you contemplate embracing a counter offer. In this guide, we delve into the intricacies, potential pitfalls, and vital factors that can profoundly impact the trajectory of your career path. 

Please download our an FD & CFO’s guide to resignations and counter offers below.