"Of course recruiters are going to be negative about counter-offers.”
Before I became a recruiter, I thought exactly the same.
Then I moved into recruitment — and realised there’s a reason for the scepticism.
It's because we’ve seen the same pattern play out time and time again.
Counter offers often includes things like a sudden pay increase, promises of progression, assurances that things will change.
And I completely understand why it’s tempting. Being valued at the point of resignation feels good.
However most counter-offers don’t solve the original reason you considered other options in the first place.
- Workload often stays the same.
- Culture rarely changes.
- The “we’ll review things in six months” conversations don't end up taking place.
- Promotions don't materialise.
If a firm can suddenly improve terms only when you’re leaving, it’s worth asking why that conversation didn’t happen earlier.
If you are purely motivated by the money that is fine, but have the conversation about a pay rise with your current employers first.
For some people, it genuinely works out.
But decisions made under pressure and emotion aren’t always the best long-term career moves.
So my advice to lawyers is always:
✔️ Be clear on why you were open to moving before the counter-offer appears
✔️ Think about where you want to be in 2–3 years, not just the immediate uplift
✔️ Don’t let familiarity and fear of change override what you actually want from your career.
Don't just stay somewhere as it's more comfortable to stay put as you may be selling yourself short in terms of your career.