If you’re on the job market, you’re likely sending out many applications. With many applications come the prospect of multiple interview invitations, and potentially, multiple offers. It’s a great problem to have, but one that may be stressful. So, how do you approach deciding between and negotiating two offers simultaneously?
Define What Matters Most
If you’re at this stage of the process, it may be several months since you began your search. To reach a decision, remind yourself of your career goals, your motivation to begin your job search in the first place, and for applying for the role(s) whose offers you’re considering. Most importantly, remind yourself of your values, prioritized by their importance to you. Think of it like creating a rubric—define your ideal, weighted accordingly for your priorities, and use those criteria to evaluate your offer. You can even use it to evaluate your current or former role as a baseline.
To coach my clients to an informed, values-based decision, I like to use a 6P (ref 1-2) framework based on Pay, People, Place, Potential, Power, Pride/Pleasure. First, prioritize them from most to least important to you. Then, define what each of these mean to you. Here’s some questions to help you do so:
Pay: Total compensation: salary, bonuses, equity, benefits, lifestyle
Questions to ask yourself:
- Beyond base salary, what else is part of the total compensation package?
- Are benefits competitive (healthcare, PTO, retirement match)?
- Will this diminish, maintain, or enhance my quality of life?
People: Relationships and culture
Questions to ask yourself:
- Do I respect and trust the manager?
- Is the team collaborative and supportive?
- Will I have mentorship or networking opportunities?
Place: Physical location, commute, work flexibility, and environment
Questions to ask yourself:
- Is the commute reasonable or is remote work possible?
- Do I want to live in this location long-term?
- Is the work environment conducive to my productivity?
Potential: Career growth and skill-building
Questions to ask yourself:
- Will this role develop skills I want for my long-term goals?
- Are there clear advancement opportunities?
- Will this open doors in my career trajectory?
Power: Influence, decision-making authority, and visibility
Questions to ask yourself:
- Will I have autonomy in how I work?
- Will I be in a position to drive change or shape strategy?
- Does the role give me visibility to key stakeholders?
Pride/Pleasure: Job satisfaction, meaning, or enjoyment
Questions to ask yourself:
- Will I be proud to tell people about this job?
- Does the company's mission/vision align with my values?
- Will I enjoy the day-to-day responsibilities?
If you want
to score these by assigning numerical weights and values, do it. Choose the method
that works best for you in order to arrive at the decision best for you.
Navigating Competing Offers from New Employers
With a choice between two job offers, the challenges are aligning timelines, communicating professionally, and negotiating intentionally.
Ask for More Time (If Needed)
If you receive one offer before the other, it's completely acceptable to ask for a short extension so you can evaluate both opportunities fully.
“Thank you again for the offer. I’m giving this opportunity serious consideration and would appreciate the chance to have until [specific date] to finalize my decision.”
Employers expect that you may be in conversations with others, and they may even ask you if you are. Some may be so bold as to ask with whom. Though I advocate for transparency as the basis for any relationship, there is no obligation to tell an employer the other companies you're considering.
Leverage the Situation Thoughtfully in Negotiation
Once you've been offered the job, power shifts from the employer to you. Having multiple offers gives you more power through more negotiation leverage. Employers don't want a failed search, as recruitment is expensive (in time, effort, and money). They know this, so the goal here is to wield your newly found power with tact and professionalism.
Start with appreciation and clarity:
- Acknowledge the offer
- Specify what you’d like to discuss (e.g., base salary, signing bonus, title, remote flexibility)
- Reference the competing offer when it adds helpful leverage for your request
“I’m excited about this opportunity and your offer. I’ve received another offer that includes a higher base salary. I’d like to discuss compensation, and ask for [insert base salary ask], as I’d love to make this role work.”
The goal here isn't to start a bidding war or to be transactional, but simply to be transparent by sharing relevant information, focusing on the value you bring to the table, and to their team. Since you're likely negotiating with the person who will be your supervisor, start by building mutual understanding to make sure the role is set up for
long-term success.
If One Offer Is a Retention Offer from Your Current Employer
Sometimes, the competition isn’t between two new employers, but rather between a new opportunity and your current one.
My general rule of thumb is don't tell your current employer that you're on the job market until you resign. Usually, this begins the process of parting ways amicably, but sometimes, your employer responds with a counteroffer to keep you.
Counteroffers from your current employer are often emotionally complicated, especially if they come after you’ve accepted a new role. It can be flattering, and tempting if they're throwing money and titles at you, but it’s important to pause and reflect before making a decision.
Consider:
- What made you pursue the new opportunity in the first place?
- Would the concerns be resolved by a raise, title change, or new promises?
- Do you trust that the changes will stick, or is this a short-term fix?
Remember that the majority of people leave bad managers or bad leadership, not bad jobs. If this is the reason you were looking for a new job, taking a counteroffer will unlikely change it.
Additionally, data shows that counteroffers simply delay a departure rather than prevent it. In a Loyola University Chicago study, employer respondents to a survey about counteroffers reported that 77% of employees who accepted a counteroffer left or were likely to leave the company within three years (ref 3). Industry insights report similar outcomes (ref 4-5).
With that said, not all retention offers are empty gestures. If your concerns are taken seriously, and leadership shows genuine willingness to change, not just pay you more, then it may be worth considering.
If you end up accepting a retention offer, it's acceptable to reverse course and rescind acceptance of your new job offer, preferably through a direct conversation with the hiring manager, rather than email.
"Thank you again for the offer and the time your team spent with me. After careful reconsideration, I must rescind acceptance of your offer. With a compelling retention package, I decided to remain with my current organization. I truly appreciate the opportunity and hope our paths cross again in the future."
Your goal is to maintain the relationship you've built, however brief, with the hiring manager. Though there will be disappointment, any good hiring manager understands (they should, at least) that this is but one risk for any recruitment.
Final Thoughts
Balancing competing offers, whether from new employers or your current one, demands clarity in your goals, tact in how you handle each party, and respect for yourself and all the individuals involved. Use this moment to not only make the right choice, but to reinforce your reputation as a thoughtful and professional leader.
References
- Subbaraya, S. (2020, May 9). 6P job evaluation framework. LinkedIn. https://www.linkedin.com/pulse/6p-job-evaluation-framework-shreyas-subbaraya/.
- Fass, J. (2023, August 25). The 6P career scorecard: A new way to assess opportunities. LinkedIn. https://www.linkedin.com/pulse/6p-career-scorecard-new-way-assess-opportunities-jason-fass/.
- Scott, D., & McMullen, T. D. (2017, Fall). Current thinking on counteroffers: A survey of rewards and HR professionals. WorldatWork Journal, 26(3), 6–18. https://ecommons.luc.edu/cgi/viewcontent.cgi?article=1108&context=business_facpubs
- Mallick, M. (2022, May 11). The downsides of making a counteroffer to retain an employee. Harvard Business Review. https://hbr.org/2022/05/the-downsides-of-making-a-counteroffer-to-retain-an-employee
- Scanlon, S. A., & Zupsansky, D. M. (2024, November 14). Counteroffers in focus: Risks, realities, and the road to retention success. Hunt Scanlon Media. https://huntscanlon.com/counteroffers-in-focus-risks-realities-and-the-road-to-retention-success/
