Not necessarily. In my case, I was one level too low in a strong organization. I had just done a geographic transfer and they hadn't quite slotted me into the k

Not necessarily. In my case, I was one level too low in a strong organization. I had just done a geographic transfer and they hadn't quite slotted me into the kind of job that would have delivered all the good stuff (projects, recognition, pay, etc.) that I wanted. Plus I'd been assigned to a timid boss who wasn't going to make things change. It was amazing how much everything improved once I had a higher-paying offer from a leading competitor. Boom! Better title. Boom, more money. Boom, a lot more face time with VP level folks who became my de facto bosses and boosters. I ended up staying at that place for another 13 years and had a great ride. My timid "boss" was gone from the organization within two years. The guy never caused me a bit of pain after that. I'm glad other posters are saying that in the end, it's the agency recruiters who really hate counteroffers. The economics for them are so disastrous that they can't help but try to tug talented employees over to their point of view. From my experience, it all comes down to whether you can get your current employer to make your working situation a lot better, as well as bump up the money. If they are capable of delivering a whole new situation, then you're in a good place.