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.
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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
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.
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.
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People Also Ask
What should I do if I find issues in my what to look for in a job offer: complete review checklist?
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 what to look for in a job offer: comprehensive checklist?
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'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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