by Dan Gathof
“I wonder what would happen if I jumped?”
Standing on a cliff, 80 feet above jagged rocks jutting out of the ocean, the answer seemed obvious: a searing jolt of pain, followed swiftly by a meeting with my maker—or, in my case, probably his devilish counterpart. But here’s the thing—I had no desire to jump. I wasn’t in any way interested in harming myself.
That moment stuck with me, not because of the danger, but because of how easy it is to find yourself standing on a ledge—literal or figurative—and flirting with a decision you might deeply regret. This past week, I encountered several people in my work who were on their own ledges, ready to take leaps they hadn’t fully thought through. Unlike my experience, the stakes for them were very real.
One example involved a candidate who had received an offer as a Regional Sales lead. While the total salary and guarantees were above market, the base salary fell short of his expectations. Without further discussion, he was ready to jump – convinced the company was trying to take advantage of him.
The company, however, believed the offer was fair. They structured it in line with their other Regional Sales Leads, emphasizing a lower base but providing generous guarantees and a massive upside on the commission plan. Their philosophy was simple: they wanted salespeople who would earn their pay, and the guarantees were a way to help ease the transition. If a sales professional couldn’t embrace that mindset, perhaps they weren’t the right hire. Both parties were on the ledge ready to jump.
What would happen if either jumped? In my opinion, it would be a missed opportunity for both. We spent months evaluating long-term fit and success. This opportunity aligned so well for both sides and truly represented a win-win scenario. I took off my recruiter hat as this situation required that I wear my crisis negotiator hat. I sometimes feel uncomfortable wearing any type of hat!
My approach involved two steps:
- Remind them of the facts. I walked both parties through the rationale and discussions that had led us to this point.
- Seek to find a middle ground. Could the company’s compensation structure adapt enough to satisfy the candidate without compromising their principles?
Once emotions settled and both sides stepped back from the ledge, problem-solving became straightforward. The company offered a richer guarantee, the candidate appreciated the integrity and gesture, and excitement about the opportunity was restored. Crisis averted.
Then there were the candidates ready to abandon their job searches altogether.
Last week, I had three separate exchanges that included:
- “Nobody wants me.”
- “I’m not good enough.”
- “I need to change professions.”
- “I’ve tried everything, and nothing works.”
That I heard this from three different people in a single week suggests that there are countless others standing on similar ledges, looking down and asking equally dangerous questions.
This is a confusing time for job seekers – the stock market has been doing well which suggests that company balance sheets are strong. If companies are financially doing well, shouldn’t they be hiring? Not necessarily.
The truth is, economic uncertainty over the past few years has created a paradox. While many companies are profitable, they remain cautious. Senior-level hiring has slowed in all but a few industries like tech, healthcare, and finance. If you’re outside those fields, the road has been especially tough.
Some companies have frozen hiring altogether, prioritizing operational efficiencies and cost controls. Internal travel budgets have been slashed, and external opportunities are harder to come by, creating a surplus of candidates chasing a deficit of roles. It’s no wonder why job seekers feel desperate and deflated.
But here’s a professional tip: in all the years of my tracking recruiting trends, it is common to experience an uptick in recruiting activity from mid- late January through April. Why? Companies begin executing growth plans, employees resign after receiving year-end bonuses, and organizations look to top-grade roles to achieve their annual goals.
So there is reason for hope. For those feeling deflated, stepping back from the ledge is the first step. Rather than dwelling on the distressing unknown, take a moment to reassess and plan your next move. Decisions made from a place of strength, not fear, lead to better outcomes.
Hire Thought
Sometimes, walking away from an offer, changing careers, or adjusting expectations on roles and salaries is the right move. But these decisions should come from thoughtful consideration and preparation, not emotion or desperation. Whatever you decide, just do it far away from the edge.
