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Why you should think twice when your defense employer counters

You finally land an outside offer. It’s exciting — maybe even overdue. Then your employer provides a counteroffer. More money. Maybe a better title. A plea to stay. It’s tempting, and sometimes it makes sense.

I first wrote about this on LinkedIn, where it sparked nearly 90,000 impressions. Clearly, it struck a nerve — and for good reason.

But here’s the truth: a counteroffer is often a reaction, not a plan.

From years of executive search work in aerospace and defense, I’ve seen patterns repeat:

What Really Happens After Accepting

• People accept the counter… but leave within 6 months.
• Trust erodes on both sides — leadership questions loyalty, and employees question intent.
• Career growth stalls. Promotions, opportunities, or meaningful projects don’t arrive as promised.

A pay bump can’t fix cultural misalignment, limited impact, or lack of recognition.

Why Employers Counter

For many companies, a counteroffer is less about retaining your long-term value and more about avoiding short-term disruption. Replacing you is expensive, time-consuming, and risky. Offering more money is the fastest way to keep you in the seat — at least for now.

But if the underlying issues aren’t solved, the cycle continues.

The Hidden Cost to Candidates

• Missed opportunities: You might forgo the chance to join a role that actually accelerates your career.
• Stalled growth: Leadership may sideline you after the “loyalty test.”
• Reputation risk: Future employers may view multiple short stints as instability.

When It Does Make Sense

There are cases where accepting a counter works — when leadership has a clear, structured plan for your growth, or when your concerns are addressed beyond compensation. But those are rare.

Have you ever accepted a counteroffer and regretted it? Or, on the flip side, did it actually work out?