48% of candidates accepted the latest job offer they received. At the end of 2024 it was 54%, at the end of 2023 still 85%. Research firm Gartner reported this in June, based on a survey of candidates in the fourth quarter of 2025. That makes the offer a step where much hiring fails, after weeks of interviews.
Employees prefer to stay put
Gartner also sees employees staying longer. 30% would stay with their current employer even with a better offer elsewhere. In our experience, a candidate who says no at the end of a process usually had that doubt much earlier. Nobody asked.
Three doubts you can check
Most rejections come from three places. The reason for leaving weighs less than it did at the start. The role does not offer what the candidate cared about. Or the package does not match what was discussed. All three can be checked before the offer.
The pre-close
That is why we run a pre-close after the last interview and before the offer. Three questions:
- "When we first spoke, you said you wanted to leave because of [reason]. Is that still true?"
- "Your main points were [points]. Does this role offer that?"
- "Suppose the offer is your desired salary, starting on [date]. Would you say yes?"
A candidate who hesitates on the last question has a doubt to discuss first. That doubt goes to the employer before the offer is on paper. The offer then confirms what was already agreed.
What you can do as an employer
- After the last interview, ask what is still holding the candidate back, and who they will talk it over with at home.
- Offer the salary the candidate named as their wish. An offer below it opens a negotiation at the moment you can least use one.
- Leave little time between the last interview and the offer. Every day of waiting gives the current employer time for a counter-offer.
- Have both sides confirm the start date by email.
Source: Gartner, 48 percent of candidates accepted job offers, 18 June 2026.
Pearson & Partners helps candidates accept the offer, with a pre-close after the final interview.