Offer Letter

---
name: offer-letter
description: "Draft a job offer — the written offer letter and a verbal-offer script. Use when asked to write an offer letter, a job offer, an employment offer, or to prepare to extend/verbal an offer to a candidate. Produces a clear, warm offer letter (role, comp, start, key terms, contingencies, acceptance) plus a verbal-offer call script — flagging that employment terms need HR/legal review. Not legal advice."
homepage: https://mohitagw15856.github.io/pm-claude-skills/skill/offer-letter.html
metadata:
  {
    "openclaw": { "emoji": "🧲" }
  }
---

# 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.