Job Offer Review Checklist: 30 Questions to Ask HR
You got the job offer. Now what? Don't just say "yes" immediately. Ask HR clarifying questions about things that aren't obvious. This checklist of 30 questions covers the gaps and helps you understand exactly what you're agreeing to.
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Reviewed by Sarah Martinez
Employment Attorney, CA Bar Licensed
Employment Contract Review Team
Employment Law Expert
Reviewed by licensed employment attorneys
Questions About Salary & Bonus
1. "Is this salary negotiable?" (Always ask.) 2. "When is the sign-on bonus paid?" (Day 1 or after 90 days?) 3. "Is the sign-on bonus subject to clawback if I leave within [period]?" (Get clawback terms in writing.) 4. "What's the annual bonus formula?" (% of salary? Performance-based?) 5. "What's the typical bonus payout?" (Do people actually get it or is it rare?) 6. "When is the first bonus opportunity?" (Could be year-end or next year.) 7. "For equity grants: what's the strike price?" (Affects tax liability.) 8. "What's the company's current valuation?" (Helps you understand equity value.) 9. "Has the company been profitable?" (Affects exit probability.) 10. "What's the expected funding timeline?" (For startups: are they raising again soon?)
Questions About Equity (Startups)
11. "What's the vesting schedule?" (4-year with 1-year cliff is standard.) 12. "What happens to my unvested equity if I'm fired without cause?" (Ideally: acceleration or extended exercise window.) 13. "What happens if the company is acquired?" (Single-trigger acceleration is good for you.) 14. "Can I accelerate my vesting if the company is sold?" (This is important.) 15. "What's the exercise period for options?" (How long after leaving can I buy options?) 16. "Are there any other equity holders or significant shareholders?" (Affects dilution/exit strategy.) 17. "How many shares outstanding?" (Affects dilution.) 18. "Is this company profitable or venture-backed?" (Affects exit probability.)
Questions About Benefits
19. "When does health insurance start?" (Day 1 or after 90-day probation?) 20. "What's the deductible and out-of-pocket max?" (Matters for cost.) 21. "Does the company match 401k?" (What % and how much?) 22. "How much PTO do I get?" (And separate sick days?) 23. "Is PTO use-it-or-lose-it or can I roll over?" (Rollover is better.) 24. "If I'm fired, do I get paid for unused PTO?" (Varies by state.) 25. "Is remote work available?" (Always, sometimes, never?) 26. "What's the parental leave policy?" (Paid? How long?)
Questions About Contract Terms
27. "Is there a non-compete clause?" (If yes, what's the scope, duration, geography?) 28. "Is there a clawback clause on the sign-on bonus?" (If yes, what's the duration?) 29. "What's the severance policy?" (Do I get severance if fired without cause?) 30. "Can you send me the full employment contract to review?" (Get it in writing, don't just rely on offer letter.) BONUS: "Is this offer contingent on anything?" (Background check, reference check, drug test?) "When does the offer expire?" (Do I have time to review?)
Key Takeaways
1. Knowledge is power: understanding your contract before signing gives you negotiating leverage 2. Most employment contracts favor the employer—know which terms are negotiable 3. Red flags aren't always deal-breakers, but they deserve attention and negotiation 4. Taking time upfront to review prevents costly mistakes later
Common Mistakes to Avoid
• Skimming without reading carefully: Read every word. Employment contracts hide important terms in dense legal language. What you don't read will hurt you. • Not asking questions: If you don't understand a term, ask HR to explain it in plain English. Don't pretend to understand; it comes back to bite you. • Assuming it matches the offer letter: The offer letter says $150K salary. The contract says "subject to performance review." Which is true? Read carefully for conflicts. • Not checking state laws: Some terms are unenforceable in your state. Research your state's employment laws before accepting. • Forgetting to get a signed copy: Keep a fully signed copy of every contract you sign. Don't rely on email chains. You need proof later if disputes arise.
Before You Sign
Step 1: Create a checklist of key items to review (use our 20-point checklist). Step 2: For each red flag you find, research whether it's enforceable in your state. Step 3: Read the contract sentence-by-sentence—don't skim. Step 4: Identify 2-3 items you'd like to improve or clarify. Step 5: Email HR with your questions/proposed changes. Step 6: Don't sign until you have written responses to your concerns. Step 7: Keep a signed copy for your records.
Real-World Example: The Hidden Clawback
Sam received a job offer and reviewed it quickly using a standard checklist. The offer looked good until Sam read a clause buried on page 4: "Signing bonus of $30,000, subject to full repayment if employee is terminated for cause within 24 months." Sam didn't think much about "terminated for cause" and signed. Two years later, there was a disagreement with his manager. Sam was terminated for "performance issues" (though he felt it was unfair). The company demanded repayment of the signing bonus. Sam couldn't afford $30,000 and had to negotiate a settlement. If Sam had used a detailed clause-by-clause review, he would have caught this and negotiated: (1) Limit clawback to first 12 months, (2) Carve-out for "bad faith" terminations, (3) Or remove it entirely. Take-away: buried clauses are common. Read the ENTIRE contract, every page, every clause.
📚 Related Guides to Help You Further
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People Also Ask
What should I do if I find issues in my job offer review checklist: 30 questions to ask hr?
If you identify concerning clauses, document them and request changes before signing. Consider consulting with an employment attorney for complex terms.
Can I negotiate the terms mentioned in this job offer review checklist: 30 questions to ask hr before accepting?
Yes, most employment contract terms are negotiable. Many employers expect negotiation, especially for equity, non-compete clauses, and severance terms.
How long does it typically take to review and negotiate these clauses?
Basic review takes 1-2 hours. Negotiation can take 1-3 weeks depending on employer responsiveness. Use our AI analyzer for quick initial analysis.
What are the most important clauses to focus on?
Prioritize: compensation/equity, non-compete restrictions, severance terms, and termination conditions. These have the biggest long-term impact.
Frequently Asked Questions
What if HR gets annoyed that I'm asking so many questions?
Good HR expects this. If they get annoyed at basic questions, that's a red flag about company culture. Professional HR welcomes questions and provides clear answers.
Should I ask about salary expectations before the offer?
Yes. During interviews, ask "what's the salary range for this role?" This saves time. If they say "$100-120k," you know the ballpark before offer arrives.
Can I ask to negotiate the offer after I ask these questions?
Absolutely. Ask clarifying questions first, then say "Based on your answers, can we discuss [salary/equity/clawback]?" Timing: ask questions first, then negotiate.
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