OfferShield - Protect Your Fees From Counteroffers
OfferShield
Active pipeline
Counteroffer vulnerability across live candidates
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2
High Risk
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3
Contracts
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← Select a candidate to begin
Consideration for Change
Side-by-side comparison of how the new role compares. Not a risk score — helps build and test the case for the move.
What really matters to you in your work?
Done together on a call
Candidate completes in their own time
Which of these do you feel you're not fully getting in your current company?
Your reasons for making this move
In your own words — what made you want to explore a new role? This will be included in your summary.
Role Comparison
Click each row to indicate which role is stronger for that factor.
New Role
vs
Current Role
0
factors favour new role
0
factors favour current role
Recruiter notes
Sarah's observations — context that doesn't fit neatly into a tick. This will appear in the shared summary.
Financial Comparison
Full package comparison to make the financial picture clear.
Item
New Role
Current Role
WFH allowance / cost saving includes remote working allowance plus estimated yearly savings from reduced travel and office costs.
Recruiter Prompts
These are the live prompts your recruiters use.
Structured prompts for every stage of the process. Each shows when to use it, what to ask, and why it works.
Pinned · Always visible
Your Recruiter Playbook
This is where you customise the guidance, talk tracks, and coaching logic OfferShield uses across the product.
Edit any section below to tailor the system for your agency.
What it contains
Stage prompts, talk tracks, risk patterns
Best used
Before calls, after offer, before resignation
AI role-play
Uses this content to build realistic scenarios
⚠
Risk
Counteroffer Signals
Spot early wobble before it becomes a lost placement.
Contract not returned within 24 hours
Candidate sounds flatter after offer acceptance
Repeated references to current boss or team
Partner / family alignment unclear
Candidate asks about counteroffers unprompted
Uses "we" language about current employer
Ask next: "What specifically changed since we last spoke?"
🛡
Talk track
Objection Handling
Fast responses to common candidate hesitations.
"My employer has always looked after me."
→ "Has that care been proactive — or reactive when you've pushed?"
"The counteroffer is more than I expected."
→ "Why wasn't this available before you started looking?"
"I don't want to let my team down."
→ "Is your career being shaped by what's right for you — or by discomfort?"
Principle: acknowledge first, then redirect.
🧭
Discovery
Motivation Patterns
Separate deep motivations from surface ones.
Deep (survive salary match): leadership ceiling, autonomy, culture, career scope, recognition
Surface (resolved by counteroffer): base salary, commute, title-only uplift, temporary frustration
"Which reasons would still matter if salary was matched?"
"If money were identical, which role would you choose?"
Goal: anchor decisions on structural, not financial, reasons.
◷
Workflow
Stage-Based Guidance
What to focus on at each point in the process.
Initial: Establish the real reason for moving. "Not the job — the feeling."
Interview: Reconnect to motivation. "Which parts are about 2 years, not 2 weeks?"
Offer: Test the counteroffer scenario. "What would it need to include to genuinely change your thinking?"
Resignation: Rehearse the conversation. Keep it short and factual.
Rule: what you do at each stage shapes what happens at the next.
⬡
Risk
Counteroffer Patterns
Prepare candidates for the four most common types.
Salary-only match — Most common. Does not resolve progression or scope.
Promotion + salary — More persuasive. Has the day-to-day actually changed?
Emotional appeal from manager — Separate loyalty from logic.
Delayed promise — Why wasn't this offered already?
Prep candidates for the specific type they're most likely to face.
★
Commercial
Client Selling Points
Sell the opportunity properly — not just the salary.
Growth story: where is this company heading in 2–3 years?
Manager quality: what makes this manager better than their current one?
Career runway: what does the next promotion look like here?
Total package: equity, pension, flexibility — not just base salary.
Culture proof: specific examples, not generic phrases.
If you can't answer these, your candidate can't defend the move.
Settings
Connect OfferShield to your existing tools and configure agency defaults.
Integrations
📋
CRM
Bullhorn, Vincere, or custom
Not connected
💬
Microsoft Teams
Sync calls and transcripts
Not connected
📹
Zoom
Pull call notes and recordings
● Connected
📅
Google Meet
Meeting notes and transcripts
Not connected
📞
Telephony + Transcription
Aircall, CloudCall, or similar
Not connected
📧
Email / Calendar
Outlook or Google Workspace
Not connected
Agency Defaults