When “Yes” isn’t the finish line: why verbal acceptances don’t always stick 

By Alice Hudson, Global Professional Services, Meraki Talent 

A verbal acceptance of a new role should feel like the hard part is done. 

The role is agreed. The candidate sounds committed. Internal stakeholders relax. Yet in Professional Services recruitment, verbal offers fall through far more often than many organisations expect, particularly in senior, specialist, or global hires. 

At Meraki Talent, we see this not as a failure of candidate integrity, but as a misunderstanding of what happens between acceptance and start date. In reality, that window is where risk is highest and where great recruitment can still be lost. 

Why verbal acceptances aren’t secure 

Professional Services candidates rarely make impulsive career decisions. Even after saying “yes”, several factors remain in motion: 

• Counteroffers from current employers 

• Long or complex notice periods 

• Relocation, visa, or family considerations 

• Internal approval delays on the hiring side 

• Emotional uncertainty once the excitement settles 

Research consistently supports this. Studies cited by HR and talent analytics platforms show that a meaningful percentage of candidates who verbally accept an offer continue interviewing or reassessing until contracts are signed, particularly at senior levels. 

In fact, LinkedIn Talent Solutions has previously noted that counteroffers and slow post-offer processes are among the leading causes of offer drop-off in professional and technical roles. 

The danger of silence after acceptance 

One of the most common and avoidable mistakes organisations make is allowing momentum to drop after verbal acceptance. 

Once the “yes” is secured, attention often turns inward: approvals, contracts, internal comms. Meanwhile, the candidate experiences a sudden shift, from high engagement to relative silence. 

This gap creates uncertainty. And uncertainty invites second thoughts. 

Data from recruitment benchmarking bodies such as SHRM and Glassdoor consistently shows that time delays and poor communication during the offer stage materially increase the risk of candidate withdrawal, especially where notice periods exceed one or two months. 

Reframing the offer stage 

The strongest Professional Services employers treat verbal acceptance not as the end of the process, but as the beginning of conversion. 

That mindset shift changes behaviour so that candidates remain actively engaged, counteroffer risks are addressed early and, crucially, commitment is reinforced emotionally, not just contractually 

In effect, recruitment doesn’t end until the candidate walks through the door on day one. 

Practical steps that reduce offer fallout 

From our experience, the following actions significantly improve offer security: 

1. Maintain regular, human communication. Even brief check-ins reassure candidates that they remain a priority. 
2. Address counteroffers openly. Research from CIPD shows that counteroffers are most effective when candidates feel uncertain and not when they feel confident in their decision. Honest conversations reduce that risk. 
3. Keep senior stakeholders visible .A call or message from a Partner or Director post-acceptance reinforces belonging and intent.
4. Reduce avoidable delays. While some processes take time, unnecessary lag between verbal offer and written contract increases withdrawal risk.
5. Start onboarding early. Early introductions, team visibility, and pre-start engagement help candidates mentally commit before their notice period even begins.

What candidates are really deciding 

Very few candidates withdraw solely because of money. 

More often, they’re weighing certainty versus change, familiarity versus opportunity. The employer’s role during this stage is to reduce uncertainty, reinforce purpose, and remind the candidate why they said yes in the first place. 

My final thought 

A verbal acceptance is a positive signal, but not a guarantee. 

In Professional Services, where career decisions are deeply personal and rarely linear, offer security is built through continued engagement, not quiet confidence. The organisations that understand this don’t just protect hires, they build stronger, longer-term appointments. 

At Meraki Talent, we work closely with clients through this critical stage, because converting acceptance into commitment is where recruitment truly proves its value. 

If you want to our team about your next Professional Services hire, please get in touch. Alice.Hudson@merakitalent.com