Employers want to see how you handle a counteroffer without immediately bending the approved salary or losing the candidate, because offer negotiation is part of this role.
Acknowledge the candidate's concern, present the total package not just base salary, identify non-salary differentiators such as schedule or benefits, and escalate to the hiring manager only if there is a real business case.
Start by treating the counteroffer as information, not a threat, and say so out loud. Acknowledge the other offer plainly, something like, "I understand that PHP 3,000 is meaningful, and I respect that you shared it with me." Then gently reframe the conversation around total value, not just the monthly figure. Walk through the complete package: the night differential if this is a BPO schedule, the HMO coverage that starts on day one or after a short probation, the leave credits, the government-mandated benefits like 13th month pay and SSS contributions, and any training or career growth the role offers. Be specific and concrete, because a vague "we have great benefits" will not move anyone. Ask the candidate what matters most to them in a role, whether it is schedule stability, work-life balance, or a shorter commute, and connect those points back to what you can offer. If the gap still feels like a dealbreaker, say plainly that you will need to check with the hiring manager, and frame it as a request for a business case, not a demand. Do not promise anything you cannot deliver, and do not criticize the other company. Keep your tone collaborative and respectful, and remember that in the Philippine context, a calm, professional follow-up in English reassures the candidate that they are dealing with a competent recruiter, not someone who will panic or pressure them.
Common Filipino mistake: 'Ay ma'am, baka po kasi mas mataas sa kabila eh' and then staying silent. Instead, acknowledge the other offer in English: 'I understand you have another option. Let me walk you through our full package so you can compare them side by side.'
Situation
During my internship at a recruitment agency, I helped a senior recruiter extend an offer for a customer service account. The candidate passed the final interview and shared that another BPO was offering a base salary that was PHP 3,000 higher.
Task
I needed to support the senior recruiter in presenting our offer without immediately matching the salary, because our approved range was fixed for that account.
Action
I prepared a total compensation summary that listed our HMO coverage, night differential estimate, performance incentive, and regularization increase. I also highlighted that our account had a fixed morning shift and paid overtime, which the other offer did not clearly include. I rehearsed the call with the senior recruiter, and we listed the candidate's top concerns as base pay, schedule, and commute time.
Result
The candidate accepted our offer after seeing the total monthly value and after we agreed to move her start date by one week to accommodate her move. She signed the offer letter the next day.
Base pay is only one factor, so compare the entire package and schedule before giving up on a candidate.
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