A candidate receives an offer with a higher salary and feels ready to accept. Then they learn the new health plan will cost more, their retirement match will be smaller, and they’ll have fewer paid days off. The raise is real, but it may not be as valuable as it first appeared.

Recruiters can help candidates see the full picture before they make a decision. They can also help clients understand why a competitive salary may not be enough to win someone over.

New data from the U.S. Bureau of Labor Statistics show how much benefits can vary. As of March 2026, 71% of private-industry workers had access to employer medical coverage, 72% had access to retirement benefits, and 49% had access to paid family and medical leave. Access to medical coverage differed sharply by work status: 87% of full-time private-industry workers had access, compared with 23% of part-time workers. These figures describe access across the workforce; they do not tell us what any particular employer’s plan is worth.

That distinction matters when comparing offers. “Health insurance included” does not answer how much the employee will pay each month, what the deductible is, or whether their doctors are in the network. A retirement plan may sound attractive until the candidate learns that the employer match is lower than their current one or takes years to vest.

Paid time off deserves the same attention. Ask how much vacation is available, whether sick time is separate, when new hires can begin using it, and what happens to unused days. For candidates considering contract or part-time work, establish which benefits are actually available under the proposed arrangement. A higher hourly rate may need to cover expenses that an employee’s benefits package would otherwise absorb.

Recruiters do not need to become benefits advisers. They do need to surface the right questions early enough for candidates to get reliable answers. A simple offer comparison can cover:

• Base pay, bonuses, commissions, and how each is earned
• Employee costs for medical coverage, including premiums and deductibles
• Retirement contributions, employer match, and vesting
• Vacation, sick leave, holidays, and family leave
• Work schedule, location expectations, travel, and commuting costs
• Start dates and waiting periods for benefits

For clients, this conversation can reveal an offer problem before it becomes a declined offer. If the salary range cannot move, a stronger benefits package, more schedule flexibility, or additional paid leave may still make the opportunity compelling. The recruiter’s job is to learn what matters most to this candidate and give both sides a fair comparison.

A job change is a decision about the candidate’s life, not just the number on an offer letter. Helping them evaluate the complete offer builds trust—and gives employers a better chance to win the person they want to hire.