Job Offer

A formal proposal from an employer to a candidate outlining the terms of employment — the starting point for negotiation, not the end.

A job offer is the employer's formal proposal to hire a candidate. It typically follows a final interview round and a verbal offer conversation, and is delivered in writing — by email, PDF, or through an HR platform. The written offer spells out the key terms: job title, base salary, bonus target, equity grant, benefits summary, start date, and any contingencies such as a background check or reference verification. Until a written offer is signed by both parties, the offer is not binding.

Job offers are negotiable at almost every company — including companies that present them as fixed. The moment a company extends an offer, the candidate has maximum leverage: the hiring team has made their decision, and the cost of restarting the search for a candidate who declines is real. A professional counter is not just acceptable; it's expected at most organizations. The offer letter represents the company's opening position, not a take-it-or-leave-it ultimatum, and treating it otherwise is one of the most expensive career mistakes candidates routinely make.

The distinction between a verbal offer and a written offer matters more than most candidates realize. Verbal offers are often followed by delays — sometimes days, sometimes weeks — while compensation, equity, and title are finalized internally. Accepting verbally while the written offer is prepared is fine; resigning from your current job based on a verbal offer alone is risky. Offers can change between verbal and written stages due to internal approvals, equity pool limits, or compensation committee decisions. Wait for the written document before taking any irreversible action.

Contingencies are the overlooked risk in most offer letters. Most offers are explicitly conditional on a background check, employment verification, and sometimes a drug test or professional license check. An offer can be legally rescinded if a contingency check surfaces disqualifying information — and what counts as disqualifying varies by role and state. Candidates with anything in their background that might surface should understand what the check covers and whether there are applicable ban-the-box or adverse action protections in their state before accepting.