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By John Gorton - Co-Founder, TES Recruitment
A candidate accepts your offer. They hand in their notice. Their current employer comes back with more money, a new title, a promise that things will change this time. They stay.
Nine months later, they've left anyway.
If that sequence sounds familiar, you're not alone. The counter-offer trap is one of the most common and most expensive ways a senior event hire falls over before they've even started. And it almost always traces back to the same root cause: employers, and often candidates themselves, misreading why the resignation happened in the first place.
It's worth unpacking what's actually going on, what it costs, and what can be done about it before you're ever in this position.
Why People Rarely Resign Over Money Alone
Here's the thing most hiring managers get wrong when a counter-offer lands: they assume the resignation was primarily a pay problem, and therefore a pay rise is the fix.
It rarely is.
Job search is usually the symptom not the cause
By the time a senior event professional has gone through a full interview process, weighed up an external opportunity, and formally accepted an offer, they've almost always already made the emotional decision to leave. The job search itself is usually the symptom not the cause. The cause is more often a ceiling on career progression, a breakdown in trust with leadership, a lack of scope or autonomy in the role, or simply a sense that the business isn't going where they want to go.
A counter-offer doesn't address any of that. It buys the departing employee a short-term pay bump and buys the employer time, time to quietly start planning for that person's eventual exit, often while extracting a few more months of loyalty out of them in the process. The core issue that drove the resignation is still sitting there, unresolved, waiting to resurface.
The Real Cost to an Events Business
For an events business, the counter-offer trap isn't just an inconvenience. It's a compounding cost that shows up in several places at once.
There's the direct cost of the search itself, the weeks or months already invested in briefing, sourcing, interviewing and referencing a senior candidate. There's the opportunity cost of a role that remains effectively unfilled, even though on paper it looks resolved. And there's the market cost: the shortlist of other strong candidates you may have stepped back from once you'd made your decision has, by the time the counter-offer plays out, largely moved on.
Hiring senior event talent is hard enough without losing your chosen candidate at the final hurdle, after everything else has gone right.
There's also a less obvious cost: the message it sends internally. When a senior hire falls through late, the rest of the team notices. The role that was announced, the transition planning that quietly unwinds, the manager who now has to explain what happened. It's not catastrophic on its own, but repeated often enough, it chips away at how seriously the market takes your next opportunity.
Where the Real Work Happens: Before the Offer
The most effective way to counter-offer-proof a senior hire isn't to react better once the counter-offer lands: it's to do the groundwork long before an offer is ever made. This is where a genuinely strategic recruitment partner earns its place.
Get the remuneration right from the outset. A significant proportion of counter-offers succeed simply because the original offer left room for a rival bid to look meaningfully better. We advise clients on where their offer needs to sit relative to the market, not just to win the candidate, but to remove money as a lever their current employer can pull.
Build a proposition, not just a job description. Candidates who are moving toward something: more scope, a stronger team, a genuine step up in responsibility, a clearer path to the next level of their career are far harder to counter than candidates who are simply moving away from something they're unhappy with. A well-articulated proposition gives a candidate a reason to stay bought in, even when their current employer starts making promises.
Understand the real motivation for the move. This is where the value of an experienced recruitment partner compounds. When we understand precisely what's driving a candidate's decision to leave, whether it's growth, culture, leadership, or something else entirely, we can help our clients speak directly to that motivation throughout the process. A counter-offer built around salary has very little to work with against a decision built around career trajectory.
Manage the resignation conversation itself. Candidates are often unprepared for how compelling a well-executed counter-offer can feel in the moment particularly when it's delivered by someone they respect, at a business where they've invested years of their career. Preparing a candidate for that conversation before it happens, and reinforcing why they made the decision they did, materially changes the outcome.
What This Looks Like in Practice
At TES Recruitment, this is built into how we run every senior search. We don't treat an accepted offer as the finish line: because it isn't. The period between an offer being accepted and a candidate's official start date is often where the highest-value work happens, and it's frequently the period recruitment partners pay the least attention to.
We stay close to both sides of the process during that window. We help clients understand where a counter-offer is likely to come from and what shape it's likely to take.
This is the difference between a search that technically succeeds on the day an offer is accepted, and one that actually succeeds when that person is still delivering for your business twelve months later.
The Bottom Line
Counter-offers aren't going away. If anything, as competition for genuinely strong senior event talent continues to tighten across the Australian market, they're likely to become more common, not less. The businesses that come out ahead won't be the ones with the deepest pockets to out-bid a counter-offer, they'll be the ones who understood, from the very first conversation, what was actually going to make their opportunity irresistible.
Hiring senior event talent is hard enough without losing your chosen candidate at the final hurdle. If you're planning a senior hire in the months ahead and want to make sure it sticks, we can help mitigate that risk from the outset.
Reach out to John directly for a confidential conversation.
TES Recruitment specialises in senior talent searches across Australia's events industry — bringing over 60 years of combined, hands-on events experience to every search we run.
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