In our own recent finance offers, roughly one in three met a counter-offer. That's Gravitate's experience rather than a market-wide statistic, but it reflects the reality of hiring accountants in a market where the people worth hiring are, by definition, people their current employer doesn't want to lose.
You can't stop a counter-offer being made. You can reduce the chance that it works. That work starts long before the offer letter.
1. Find out why they're really moving, at first interview
"Career progression" isn't a reason, it's a heading. Ask what would have to change in their current role for them to stay. If the answer is mostly money, treat the hire as higher risk: money is the easiest thing for a current employer to fix on the day they resign.
If the answer is scope, reporting line, a manager, a commute or a business that isn't investing in finance, the move is more durable. A pay rise doesn't change any of those.
2. Ask the counter-offer question directly
Before final stage, ask: "If your employer offered you more to stay, what would you do?" Most candidates will give you an honest answer if you ask early and without pressure. A hesitant answer isn't a reason to stop. It's a reason to address the gap before the offer, not after the resignation.
3. Shorten the gap between final interview and offer
The days between final interview and a written offer are when doubt creeps in and when a current employer hears that someone is looking. We run a two-stage process that targets shortlist to offer within two weeks, and the tightest part is usually offer turnaround. If you can agree the salary range and sign-off before final interviews, you can make a verbal offer within 24 to 48 hours.
4. Make the offer about the job, not just the number
A strong offer conversation repeats back what the candidate told you they wanted: the scope, the systems project, the route to Financial Controller, the hybrid pattern. That's what they'll weigh against a counter-offer, so make it explicit and put it in writing.
5. Stay close through the resignation and notice period
Resignation day is when the counter-offer lands. Agree in advance that the candidate will call after they resign. During the notice period, keep in touch: a call from their new line manager, an invitation to meet the team, early sight of the first 90 days. Silence for a three-month notice period is the counter-offer's best friend.
If you're about to make a finance offer and want a second view on the counter-offer risk, book a 30-minute call.
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The South West Finance Hiring Guide 2026/27
Salary bands for eight finance roles, a two-week shortlist-to-offer plan and counter-offer advice, written by Eliot Acton.