Not only do we form partnerships with the clients, but also with the candidates. This alliance is important, as partnership with us often produces positive life changing results. Every step is important.
We understand that these career decisions are not simple and involve weighing many competing risks and advantages. We know the motivations for career lifestyle changes can vary with each candidate and even within each candidate. We play an important role during the recruit, presentation, interview and offer/acceptance process.  We ensure that each of the candidate’s issues and motivators is addressed to further guarantee a smooth transition to our client’s firm or company.

Counteroffers occur even when candidates least expect it. A counteroffer occurs after a candidate has interviewed and been offered a position with a law firm or company. When they give notice to their current firm or company, they receive an offer to remain in the current position with an increased incentive, such as salary, additional responsibility, additional flexibility, bonus, or additional benefits. Counteroffers are generally not the best option to take for several reasons. First, oftentimes the initial reason for seeking a new position still exists and the counteroffer simply seeks to distract the candidate from their initial motivations. These initial motivations almost always resurface again. Statistics show that of the candidates who accept counteroffers, an overwhelming majority still end up leaving the position within one year.  Furthermore, once a candidate has decided to interview with other establishments, the line of trust is broken permanently with their current employer. From then on, they have a black mark on their employment and because of this black mark, are often not considered for further raises or promotions after the counteroffer is extended.

If you are interested in learning about current opportunities, please send an email to careers@spencesearchpartners.com
for further information.