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For as long as I've known him, my husband has dreamt of being a pilot. In 2016, he was one of the 10 people in his country to get a scolarship and he managed to train and obtain a Commercial's Pilot License. In 2019, he let go of a good job offer because it would have separated us for several years and my health is bad. I would not have been able to follow him either as my condition does not allow me to live under certain climates. He worked relentlessly to obtain a European flying license. And he did. Every place he worked or trained was highly impressed by his level of knowledge and flying skill. He is GOOD at it and it's what he was meant to do. Only now, we only discover hurdle after hurdle for him to get a job. Most companies only recruit you if you are a European national. Others if you are under 27. A lot of companies ask for a minimum of hours he was not able to build up when covid struck and his previous job stopped. Did you know that it's commonly admitted if you are not white you will never work in a big airline? Or that Ryanair hires you only if you are willing to pay £30k for their training? It seems that becoming a pilot here, in Europe, where I can get the healthcare I need, is impossible without a connexion. We are open to move outside of Europe too if it isn't a warm country where my health will deteriorate. Today I am looking for that connexion. It may be you, or someone you know. If you can share my post as widely as you can, it may reach the right person. Thank you.

#JunniVet #InternshipProgram #JobOffer #Veterinarian #Vet #vetsofpakistan (at Junni Vet) https://www.instagram.com/p/CjqlSJnM-fe/?igshid=NGJjMDIxMWI=

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By Mark Fiebert Key Takeaways - Pause First: A counteroffer can feel flattering, but it may not solve the real reason you considered leaving. - Look Beyond Pay: Salary matters, but culture, growth, trust, manager quality, and career direction matter more long term. - Protect Your Reputation: Accepting a new offer and then reversing course can damage relationships with recruiters and employers. - Question The Timing: If your employer could pay you more now, ask why it took a resignation to make it happen. - Decide Strategically: Compare both options against your career goals, not the temporary emotion of being wanted. When faced with a job counteroffer, deciding whether to stay with your current employer or move on can be harder than expected. A counteroffer often arrives at an emotional moment. You have accepted a new role, prepared to give notice, and then your current employer suddenly offers more money, a better title, extra flexibility, or promises of future growth. That can feel validating, but it should also raise questions. Why did it take your resignation to trigger a raise? Will the original issues actually change? How will your manager view you after knowing you were ready to leave? Before accepting anything, step back and consider your long-term career goals, job satisfaction, growth path, and professional reputation. How Counteroffers Usually Happen You may not have been actively searching. Maybe a recruiter called, you took the conversation out of curiosity, and the opportunity became more interesting than expected. One phone screen led to interviews, the new company impressed you, and now you have another opportunity with better pay, stronger work, improved flexibility, or a healthier culture. Then you resign, and your manager reacts quickly. Suddenly, there is money in the budget. Suddenly, your promotion is possible. Suddenly, your concerns matter. That moment can be tempting, especially if you like your coworkers or fear the uncertainty of starting over. But the timing matters. A counteroffer is often a retention tactic, not a full career plan. Understand What A Counteroffer Really Means A job counteroffer is a proposal from your current employer after you receive or accept an outside offer. It may include a salary increase, bonus, title change, remote work arrangement, new responsibilities, or promises about future advancement. Employers make counteroffers because replacing a good employee is expensive, disruptive, and risky. That does not automatically mean staying is wrong. In rare cases, a counteroffer can correct an underpayment issue or speed up a promotion that was already in progress. The problem is that counteroffers usually focus on the visible issue, such as pay, while the deeper reasons for leaving may remain unchanged. The Case For Accepting A Counteroffer There are legitimate advantages to staying. You avoid the uncertainty of a new company, new boss, new expectations, and unfamiliar culture. You keep existing relationships, benefits, commute patterns, institutional knowledge, and project momentum. If the only real problem was compensation, and the new offer helped prove your market value, a counteroffer might be worth considering. Before saying yes, make sure the offer is specific and written. A vague promise is not enough. You need clarity on salary, title, reporting structure, responsibilities, bonus eligibility, remote or hybrid terms, promotion timeline, and what will change immediately. If the counteroffer depends mostly on future promises, treat it carefully. The Risks Of Staying After A Counteroffer The biggest risk is that trust changes. Your employer now knows you were willing to leave. Even if they say they understand, that knowledge can affect future assignments, promotion decisions, succession planning, and layoff discussions. You may also feel differently. Once you realize the company could improve your situation only after you threatened to leave, resentment can linger. Counteroffers can also affect team dynamics. Colleagues may suspect you received special treatment, especially if your raise or promotion appears sudden. Your manager may wonder whether you are still committed. The company may keep you long enough to finish a critical project and then reassess your role later. None of that is guaranteed, but it is realistic enough to consider before staying. Compare The Offers Against Your Real Reasons Do not evaluate the counteroffer only against the new salary. Evaluate both options against the reasons you became interested in leaving. Were you underpaid, bored, blocked from advancement, poorly managed, burned out, commuting too far, or stuck in a company that no longer fits your goals? If the counteroffer fixes only one issue, the others may bring you back to the same decision within months. Use a simple decision filter: - Compensation: Which offer pays fairly for your role, market value, workload, and future earning potential? - Growth: Which role gives you stronger skills, better projects, clearer advancement, and more useful experience? - Trust: Which employer has acted consistently, transparently, and respectfully throughout the process? - Fit: Which workplace better matches your values, schedule, manager style, and long-term career direction? Think Carefully Before Reneging If you already accepted the outside offer, changing your mind can create real reputational damage. The hiring manager may not consider you again. The recruiter may stop representing you. In some industries, word travels faster than you expect. That does not mean you can never reverse a decision, but you should understand the cost. You accepted the outside offer for a reason. Maybe you wanted better pay, stronger leadership, new technology, a healthier culture, or more meaningful work. A current employer’s sudden counteroffer can blur that clarity. Before backing out, ask whether staying is truly better or simply more familiar. When Moving On Is The Cleaner Choice Choosing the new role can open fresh opportunities that your current employer could not or would not provide. A new company may offer better leadership, stronger career development, more relevant work, a broader network, or a healthier environment. If the outside role aligns more closely with your career, moving forward may be the stronger long-term decision. The cleanest approach is to handle your resignation professionally. Thank your current employer, decline the counteroffer respectfully, and avoid turning the conversation into a negotiation if your decision is already made. You do not need to criticize the company. You only need to be clear, appreciative, and firm. What Happens If You Stay? If you stay, be prepared for the relationship to feel different. The trust factor may not fully recover, even if everyone remains polite. Your employer may wonder whether you will leave when the next recruiter calls. You may wonder why your value was recognized only after you had one foot out the door. That is why a counteroffer should be judged by whether it creates a real future, not just a better paycheck. If you accept, get the terms in writing, agree on specific changes, and watch whether leadership follows through. If nothing changes except your salary, the original problem may still be waiting for you. Further Guidance & Tools - Counteroffer Insight: The Harvard Business Review counteroffer analysis explains how to think beyond the emotional pull of staying. - Employer View: The SHRM counteroffer overview shows how employers view retention offers and their potential downsides. - Offer Negotiation: The Babson job offer negotiation guide helps candidates evaluate and negotiate offers more strategically. - Salary Research: The BLS Occupational Outlook Handbook helps benchmark pay, job outlook, and career requirements by occupation. - Career Planning: O*NET Online helps compare roles, skills, tasks, and career paths before making a move. Next Steps - List Reasons: Write down why you considered leaving before reviewing the counteroffer or outside offer again. - Compare Terms: Evaluate pay, title, manager quality, growth, culture, flexibility, and written commitments side by side. - Ask Why: Question why your employer is offering changes now and whether they will solve the real problem. - Protect Reputation: If you accepted the new role, consider the relationship cost before reversing your decision. - Decide Firmly: Once you choose, communicate professionally and avoid dragging both employers through repeated negotiations. Final Words A counteroffer can feel like recognition, but it is not always a career solution. The smartest decision comes from understanding why you were willing to leave, what each role truly offers, and whether trust can realistically continue. Money matters, but so do growth, reputation, culture, and long-term direction. Choose the path that strengthens your future, not the one that simply feels safest in the moment. Additional Resources Read the full article