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If you do this, the clock is ticking. You are a known flight risk, a non believer and they will seek to get your replacement as soon as they can. Then it is likely they will throw you out.
Wonder where the heck you work. Based on that mentality BAH would never have our come back kid program.
Salary is only one of the reasons you want to leave, in most cases. Once your constraint for salary is resolved, other constraints will show up and could still make you want to leave. This is the reason why most ppl who take counter offer leave after few months.
Also, in some case management might see you as a risk once you accept counter offer. This would further accelerate your exit.
Unless you are a great employee and they were underpaying you. Two of my friends are still here after getting a counter offer in 2014. The poor workers are gone. Friends who weren’t getting the impact they wanted are also gone.
Whose problem are they trying to solve? They say yours, but would they do it for free? Do they so believe this is your dream job that they would pay you their fee for placing you?
Read up on bangaly kaba
Impact=environment x skills
One great video is
Unorthodox frameworks for growing your product, career and impact. Minute 8 or so is when he talks about impact on whether you should stay or go.
Then rate yourself, using this great framework to determine if you should go or stay. Compensation should only be 1/12 of your decision to leave.
You shouldn’t listen to anyone on the internet, you should listen to yourself but evaluate it objectively using more than just compensation.
I have lost many candidates to a counter offer. So lots of people take them. Heck some i feel simply play us with zero intention to accept. One got countered and recountetered to drive salary up then never showed.
I do offer market rate, but they have zero intention to come to our company. They are simply seeking an offer letter to take back to their company. The second a written letter goes out the candidate ghosts us. So weeks of background checks etc are thrown in the trash while waiting for them only to start over. That I do not like.
I did several years ago. Once they matched the money, it was better to stay put than go to the other company and their culture. I’ve been promoted and had no problems since then. So it’s not always a bad idea to stay.
Chances are that the counter offer doesn't fully address why you want to leave. More pay is nice, but that counter won't solve: bad culture, bad client, bad boss, bad team, bad practice area, bad wlb, expectations of biz dev on top of client work, slow promotion trajectory, up/out pressure, lack of desire to do the next jobs in the promo trajectory, etc
If you were leaving for those reasons, don't take the counter.
I think everything you’re hearing here is opinions and data from very small samples. I would go with the large scale data which says 80% lead regardless in six months and then evaluate my individual situation.
Personally though I lean towards leaving.