Sorry Claudia - I'm gonna disagree...
So in this case, this person needs to throw caution to the wind, work at peak performance and let the chips fall where they may. End of story!
What problem is this of the recruiter?
Claudia Faust said:ROFL :)) Guys, we're on the same page about counter offers! But here's the thing: it never should have gone to offer until all of the issues and objections were addressed. If that had been done well, a counter offer never would have happened because an offer would not have been extended in the first place.
When candidates show tentative behavior in the interview process (especially those who weren't looking before you came along), I think it's the job of the recruiter to explore the issues and put them to rest. Offers extended to people with unresolved issues become another problem for your client: turnover.
In this situation, there was no turnover. It sounds like the candidate transitioned well, and yes I'm reading between the lines. But here we are, a year down the road, and this candidate is once again facing not just her boss, but her concerns about the decision in the first place. And I think the recruiter could have done a better job of putting those concerns to rest BEFORE the offer was extended.
Just my .02
If this director was happy in the new job until she found out the company was being purchased by her old boss the only thing to do when the old boss takes over is to walk in and say, "It really is a perfect world, i was torn about taking this job and leaving you, as you know. " "Now i can have the perfect world, the job i took and working for you again."
Then get the resume up to date and hope for the best.