offer-letter

Offer Letter Skill

The offer is the moment a "yes" is won or lost — it should be clear, warm, and complete, so the candidate

feels wanted and knows exactly what's on the table. This skill drafts the written offer and the verbal-offer

script that precedes it, covering the terms that matter without drowning the candidate in fine print.

> Note: this is a drafting aid, not legal advice. Employment offers carry jurisdiction-specific legal

> requirements (at-will vs. contract, statutory entitlements, required disclosures, equity/benefits terms) — HR

> and legal counsel must review and approve before sending. Every legal/financial term below is flagged to confirm.

Working from a brief

Given "offer for a senior engineer at $X", draft the full offer anyway — lay out the standard structure and

mark every company-specific or legal term (confirm with HR/legal) (comp details, benefits, start date,

contingencies). Never invent benefits or legal terms as final; never present this as legally vetted.

Required Inputs

Ask for these only if they aren't already provided (else mark to confirm):

• The role — title, level, team, manager, and employment type (full-time, contract, FTE/exempt).
• Compensation — base, bonus/commission, equity, sign-on — whatever applies.
• Logistics — start date, location/remote, reporting line.
• Key terms & contingencies — benefits summary, PTO, probation, and offer contingencies (references, background check, right-to-work).
• Deadline & tone — when the offer expires, and how warm/formal.

Output Format

1. Verbal-offer call script

A short script to deliver the offer by phone first: open warmly, express genuine enthusiasm ("we'd love for you to join"), state the headline (role + comp), invite questions, and set the next step (written offer + acceptance deadline). A few lines for handling "I need to think" / a counter, professionally.

2. Written offer letter

• Warm opening — congratulations and enthusiasm.
• The offer — title, team, manager, employment type, start date, location/remote.
• Compensation — base, variable, equity, sign-on — clearly itemised (confirm).
• Benefits summary — high level, pointing to detailed plan docs (confirm).
• Key terms — probation, PTO, and any at-will/contract language (legal to confirm).
• Contingencies — what the offer is conditional on (background/reference checks, work authorization).
• Acceptance — how and by when to accept (expiry date), and who to contact with questions.
• Close — warm, looking-forward sign-off.

End with a checklist of terms to confirm with HR/legal before sending.

Quality Checks

• [ ] Tone is warm and makes the candidate feel wanted — not a dry contract
• [ ] Compensation and start details are clear and itemised
• [ ] Contingencies (checks, work authorization) and an acceptance deadline are stated
• [ ] A verbal-offer script precedes the written letter
• [ ] Every legal/financial/benefit term is flagged for HR/legal review
• [ ] No benefits or legal terms are invented or presented as final/vetted

Anti-Patterns

• [ ] Do not present this as legally vetted — flag terms for HR/legal and don't assert jurisdiction-specific law
• [ ] Do not make it cold and purely transactional — the offer is also a recruiting moment
• [ ] Do not omit contingencies or the expiry date — ambiguity causes problems later
• [ ] Do not invent benefits, equity terms, or PTO numbers — mark them to confirm
• [ ] Do not send the written offer with no verbal first — surprises lose candidates

Based On

Recruiting & offer practice — candidate-warm, complete offers (verbal then written) with clear comp/terms/contingencies, gated on HR/legal review.