Managing the offer stage of an application can often be the toughest part of the recruitment process. You may have more than one offer and need to make a choice while money can be a very emotive subject, especially if you do not feel that you are getting what you are worth. Try not to get too wrapped up in a salary negotiation, and make sure that you revisit the reasons why you were interested in the role in the first place.


  • It is difficult to manage someone in a negotiation when they are not actually sure themselves what they would accept. This is really important, so take relative package values into consideration and make sure you have a number in your head. For a role that includes relocation, it is also important to consider the relative cost of living.
  • Always ensure that you have ALL package details available to you before making a decision and compare them to your current package so that you can work out the basic salary you will accept.
  • For all of those procurement professionals out there – try to differentiate between you the person and the organisations that you usually represent. The strategies that you use on behalf of your employers may not fit when representing yourself – honesty is the best policy.
  • In difficult conversations about money, it is useful to reiterate why you are interested in the role to the person on the other end of the conversation, as well as stating your salary expectations – this helps the other side to feel that you are not just money-motivated.
  • Go back to your motivations – if money was not high on your agenda, it should not be so high now.
  • Some organisations are better at career development than others. Those that are good often do not pay as highly as ones that have to ‘buy’ talent based on poor internal career development. When faced with two offers, one higher than the other, you may be choosing between a highly paid job and a long term career opportunity. Make sure you understand the long-term opportunities as well as their salary review process.
  • If the offer that have received is close to your expectations but not quite there, be honest about the real effects of the difference in your pocket. You can use websites such as (in the UK) to calculate the difference in your monthly take-home pay – and sometimes it is very small.
  • Sometimes salary reviews can be brought forward or you can get something worked into your offer to increase your salary on successful completion of your probation period.
  • Be honest about other opportunities but avoid playing them off against each other – this can be a real turn off to your potential employer and in some circumstances lead to offers being withdrawn. Your choice should be based on the opportunity first, salary second.

Counter offers

You will hear many statistics about why you should not accept counter offers, especially from recruitment consultants who, at this stage, may have a large financial interest in you accepting a role. While it is obvious what financial interest a recruitment consultant will have in you accepting the offer, it is less obvious why your current employer may have a motivation to make you stay above what is right for you. The cost of replacing you and training that replacement (both financially and in energy) means that your current employer has an even greater interest in making you stay (at least in the short term so that they can properly manage your exit). We recommend that you ignore the statistics, but heed the message:

Try to avoid conflicts of interest with your current employer… HOW? IT’S SIMPLE!

Ideally, you want to find out what your current employer has to offer internally before you tell them about a new opportunity.

Here are our tips:

  • Ask yourself – is there anything that your current employer can offer you to make you stay?
    • If NO: Do not entertain the idea, and ensure that when you hand your notice in you make it clear that this is your final decision
    • IF YES: Approach the right people BEFORE telling them about any external opportunities and ask to find out about your potential future within the organisation. This way you know that the information they give you is based on you alone and not their own agenda
  • If you have had the discussion before handing your notice in and then circumstances change once you hand your notice in, you can have a pretty clear idea that they are working to their agenda rather than your own.


It is your choice how you hand your notice in based on the relationships that you have with your boss. You don’t want to burn your bridges so including some thanks to the people who have supported you along the way can come in useful, as you don’t know what the future may bring. Here are our top tips:

  • Make sure you have a written notice letter that you physically hand in to your boss. This way you have already prepared emotionally that this is really going to happen and the words on the page can be definite, even if your delivery in person may sound wavering due to the emotion of the situation.
  • You should always be certain that this is your final decision, so state this fact in the letter
  • State that you intend to honour all contractual obligations but wish to leave the organisation at the earliest opportunity


As international recruiters, Pod consultants have a lot of experience in managing candidates through a relocation process. Every circumstance is unique and so we cannot come up with a definitive list of do’s and don’ts, but there are certain things that we recommend that you consider:

  • FAMILY & FRIENDS:The most common reason for somebody pulling out of a job move that requires relocation is that the candidate’s family does not want to go:
    • Make sure to include your partner (if you have one) with your application right from the beginning and make sure that they have the chance to tell you how they feel about the idea
    • Think about how you can make the move easier for your partner, as well as yourself – your future employer may be able to help you with this
    • Ensure that you have explored schooling and the potential cost to you
  • COST OF LIVING:Make sure that you are considering any changes in cost of living that will affect you in your new role, especially when moving overseas. You may need to consider the following:
    • Tax systems: Make sure that this covers not just income tax but other elements such as local taxes, national insurance etc. Try to get a breakdown showing what your net pay would be.
    • Housing costs: Whether buying or renting, you will need to understand the cost implications. When buying, is there any support that your new employer will be able to offer you? Also, what is the cost of buying a property (such as agency fees etc.)
    • How long will it take to move out of, or sell, your current property?
    • What will you have to do for accommodation in the first few months of the role?