Everyone knows that recruiters help you find a job. Fewer people realise how much value sits in what happens after the interview; the offer, the counteroffer, the awkward money chat, the delicate dance of “How do I not sound greedy but also make sure I am paid well?” A recent placement reminded me just how big that gap can be between a candidate negotiating alone and a recruiter managing the whole thing.
The Situation: A Solid Offer… Then a Wobble
The role was an Accounts Semi-Senior with a Top 20 firm, part of a wider group where structure, progression and brand strength are baked in. My candidate wanted all the usual good stuff: progression, culture and study support. Money wasn’t their main driver, but they have a young family and the new job was slightly further away, so realistically couldn’t afford to slide backwards.
They went forward for the role at £32,000, which was fair, balanced and realistic.
The client initially came back with £30,000, not because they didn’t like the candidate (they loved them), but because offering much more would make them the highest paid person in the team. Internal pay alignment is a real thing and businesses care about fairness. This wasn’t stinginess; it was political gravity.
Where a Recruiter Changes the Entire Trajectory
Without a recruiter, this is the moment most people either cave or panic.
Instead, I stepped in and laid out the candidate’s reasoning clearly:
- They were not chasing a rise for the sake of it.
- The commute was longer.
- Stability mattered because of their young family.
- The role itself was a genuine step up in responsibility.
Once the client saw the why, not just the number, they understood the logic. We secured £33,000, which was higher than the original submission.
And just when we thought we were done… the candidate remembered their clawback fees.
Cue stress on their side (“I can’t take a financial hit with the family”) and understandable concern on the client’s side (“We’re already stretching the salary; I don’t know if we can justify more”).
This is where a recruiter earns their keep. I worked through the numbers, set expectations on both sides and built a plan with the client that covered the clawbacks while still feeling fair. They appreciated the transparency; the candidate appreciated the support. No conflict, no awkward conversations, no “I don’t want to look difficult.”
The Final Outcome
With everything aligned, the salary, the study support, and the clawback coverage, the candidate accepted immediately. No hesitation. The client was delighted, because they genuinely rate them highly, and they are excited to start in January.
Everyone walked away happy because the negotiation was structured, calm and grounded in facts rather than emotion.
Why This Matters
This case study shows the real benefit of having a recruiter mediate the negotiation.
When you’re the candidate, asking for more can feel like walking a tightrope over a pit of crocodiles. You’re worrying about coming across as greedy, needy, or even ungrateful.
When you’re the employer, you’re balancing budgets, internal parity, and the fear of overpaying.
A recruiter strips out the emotion and handles the friction so both sides can focus on the actual fit.
The Takeaway
A good recruiter isn’t just someone who flings your CV around. A good recruiter is the person who gets the right outcome without burning the bridge on either side.
If you’re navigating an offer, especially one with moving parts like salary, study support or clawbacks, going it alone can be slow and stressful. When handled properly, negotiation isn’t about squeezing more money; it’s about landing a package that makes sense for everyone.
And sometimes, it ends with a candidate walking into a new role in January with exactly what they need, and a client who feels they’ve secured the right person without compromising their team.
That’s the real benefit of having someone fight your corner.