If you choose to include a deadline, consider giving the candidate at least one week to make an informed decision. A hard deadline will save you from losing other qualified candidates if the prospective employee decides to decline your offer. When wrapping up your letter, decide if you want to put an expiration date on your offer. In the offer letter, you might briefly mention attractive benefits, such as: Avoid including too many details, since this is better suited for an orientation package or employee handbook.
To encourage a candidate to accept your job offer, briefly summarize the key benefits your company offers. For help determining what language you should use when describing an employee’s at-will status, consult a legal professional. Every state (except Montana) is an at-will state, meaning that both the company and its employees can terminate employment at any time for any reason. You can also touch on equity, bonuses, commission structures, etc. Include specific details about how much the candidate will be making on an annual or hourly basis, how often they will get paid and available payment methods. CompensationĬlearly explain the compensation package you’re offering. These contingencies might include a background check, drug test, I-9 form, signed confidentiality agreement or reference checks. If the job offer is contingent upon the candidate completing certain documents or performing certain tasks, mention this in the offer letter. This gives the candidate an idea of what to expect and helps clarify any details that may have been misunderstood or overlooked during the interview process. This might include the formal title of the position, anticipated start date, employment classification (full- or part-time), office location, manager/supervisor and a brief description of the role and its responsibilities. Job detailsīegin your letter with specifics about the position, as well as work logistics. You can make your opening line as formal or casual as you like, depending on your company culture. “We are excited to offer you a position at !”
Congratulate them and express enthusiasm about offering them the job with a positive, upbeat opening line, like: Start your offer letter with“Dear,” followed by the candidate’s first and last name.
In the upper left-hand corner, include the date, the candidate’s first and last name and their address: This is a good way to encourage a potential employee to keep reading and seriously consider your offer. Use your company’s official letterhead with a high-resolution image of your company logo to convey professionalism and authenticity. Since there isn’t a standard format for a job offer letter, you can reorder the elements described below to fit your company and the roles you’re hiring for.
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Even still, it’s a good idea to have a legal professional review your offer letter before sending it to a potential employee.Īn offer letter provides a brief overview of the position and company and includes specific job details, like start date, salary, work schedule and benefits. This is typically a separate document that provides detailed legal protection for both parties. However, it’s important to understand that an offer letter is not always a legally binding employment agreement. If the candidate accepts your offer, they’ll sign the letter and return it to you.
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