What to Look For In a Job Offer: Complete Review Checklist
Before accepting a job offer, you need to review dozens of details. Salary, yes, but also: vesting cliff, clawback clause, non-compete scope, PTO rollover policy, health insurance deductible, severance terms. Missing even one detail can cost you tens of thousands. Use this checklist to ensure you don't leave money on the table.
Compensation Checklist: Review These Numbers
Base Salary: ☐ Annual salary stated clearly (not "competitive"). ☐ Payment frequency (weekly, bi-weekly, monthly). ☐ Matches job posting. Sign-on Bonus: ☐ Amount is stated. ☐ When is it paid (at start date or after 90 days)? ☐ NO clawback clause, or clawback is reasonable (<12 months). Annual Bonus: ☐ How much? Fixed % of salary or range? ☐ On what metrics/performance criteria? ☐ How often is it paid (annual, quarterly)? ☐ Is it guaranteed or discretionary? (Guaranteed = you get it. Discretionary = maybe.) Equity (Startups): ☐ Number of options/RSUs. ☐ Vesting schedule: How many years? 4-year is standard. ☐ Cliff: 1-year cliff is standard. Less than 1 year is good. ☐ Strike price (for options): This is important for tax purposes. ☐ Company valuation: What's the company worth? (affects option value.) ☐ Do you understand vesting schedule? Can you model it out?
Benefits & Time Off Checklist
Health Insurance: ☐ Plan type (HMO, PPO, HDHP). ☐ Company premium contribution % (50%? 100%?). ☐ Deductible, copay, out-of-pocket max (important for cost). ☐ When does coverage start (day 1 or after 90 days)? Dental/Vision: ☐ Are they included? If separate, cost? 401k: ☐ Does company match? What %? Up to what salary cap? ☐ Vesting schedule (some companies have 1-year cliff before matching). ☐ When does matching start? PTO: ☐ Total days per year? ☐ Separate sick days or included in PTO total? ☐ Rollover policy (can you save PTO or use-it-or-lose-it)? ☐ What happens to accrued PTO if you're fired? (varies by state) Parental/Sabbatical: ☐ Parental leave: length, paid or unpaid? ☐ Sabbatical: available? How often? ☐ Remote Work: flexibility allowed? Work-from-home policy?
Contract Terms Checklist: The Legal Stuff
At-Will Employment: ☐ Is employment at-will (standard) or for a specific term? ☐ If term, what's the length? Severance: ☐ If fired without cause, what severance do you get? Amount or formula? ☐ How many weeks/months of salary? ☐ Do benefits continue during severance? Non-Compete: ☐ Duration (1 year, 2 years, 5 years?). ☐ Geography (50 miles, statewide, nationwide?). ☐ Scope ("direct competitors" vs. "entire industry"). ☐ Can you negotiate narrower terms? Clawback Clause: ☐ Is there a clawback on signing bonus? If yes, how long? ☐ Is clawback pro-rata or cliff? (Cliff is better for you.) ☐ Does clawback apply if you're fired without cause? (It shouldn't.) Non-Disparagement: ☐ Can you say negative things about company after leaving? ☐ Is this mutual (applies to company too) or one-sided? IP Assignment: ☐ Does company own all your work, or just work done for company? ☐ Does company claim ownership of side projects? Confidentiality: ☐ What's considered confidential? ☐ How long does confidentiality last after leaving? ☐ Can you discuss salary/working conditions with coworkers? Binding Arbitration: ☐ Are disputes handled in court or arbitration? ☐ If arbitration, is it mandatory? Can you opt out?
Red Flag Checklist: Things That Make You Say "Wait"
☐ Offer expires in <1 week (not enough time to review). ☐ Salary is vague ("competitive," no number given). ☐ "Probation period" with no definition (how long? no benefits?). ☐ Sign-on bonus with clawback >24 months. ☐ Vesting cliff >1 year. ☐ Non-compete is nationwide and covers entire industry. ☐ Clawback applies even if company fires you. ☐ No severance clause (you get $0 if fired tomorrow). ☐ Binding arbitration prevents you from suing in court. ☐ Overly broad IP assignment (company owns your weekend projects). ☐ NDA/confidentiality is permanent ("forever"). ☐ No remote work clause when industry standard is hybrid. ☐ Health insurance doesn't start until 90+ days. ☐ PTO is "use-it-or-lose-it" with no rollover. ☐ "Subject to background check" with no timeline. Any of these = RED FLAG. Don't ignore. Negotiate or ask clarifying questions.
Frequently Asked Questions
What's the most important thing to review in an offer?
Total compensation (salary + bonus + equity). Many offers look good ($120k salary) but fail on bonus (no guarantee, only 10% of salary) or equity (vesting cliff = lose 25% if you leave). Calculate total compensation and compare to previous role.
Can I ask for changes to an offer after I get it?
Yes. You have leverage right after the offer. Ask HR: "Can we adjust [term]?" Common negotiations: +salary, remove clawback clause, shorten non-compete, better equity vesting. HR expects some negotiation.
How long should I take to review a job offer?
At least 1 week, ideally 2 weeks. Use this time to: read contract thoroughly, ask HR clarifying questions, get external review (lawyer, mentor). If offer expires in 2 days, ask for extension.
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