Is an electronic signature legally binding?

Yes, generally. Under the ESIGN Act (15 U.S.C. §7001) and state UETA statutes, electronic signatures are legally enforceable if the parties demonstrate intent, consent, attribution, and the record is retained and reproducible.

What authentication level should I require?

Choose authentication based on risk: email link for low-risk agreements, SMS or multi-factor for higher-value or regulated transactions, and stronger identity proofing for notarization or 21 CFR Part 11 needs.

Can I notarize an electronic execution?

Yes in jurisdictions that permit RON or electronic acknowledgements; require identity proofing, audio-video recording retention, and the notary’s journal per state rules.

What if a required field is missing after signing?

Missing essential information may invalidate obligations; correct via an amendment signed by all parties, or re-execute a corrected agreement to preserve enforceability.

How long should I keep the signed agreement?

Follow industry and federal benchmarks: at least three years for tax purposes and six years for HIPAA-related records; maintain accessibility for audits and litigation holds.

How can a signed agreement be revoked or canceled?

Revocation requires following termination or cancellation provisions in the agreement; mutual rescission should be documented and signed by both parties to avoid misunderstandings.

Electronic Signature
Templates
HR
Employee Client Success Agreement

Employee Client Success Agreement

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

EMPLOYEE CLIENT SUCCESS AGREEMENT

Parties and Effective Date

This Employee Client Success Agreement (the Agreement) is entered into between Employer Name: and Employee Name: . The Effective Date of this Agreement is .

Personal Information

Full Legal Name Address

Phone

Email

Position and Terms

Position Title: Department: Reporting Manager:

Start Date

Employment Type

Base Salary or Rate Exemption Status

Duties, Responsibilities and Client Ownership

Employee shall perform the duties customarily associated with the Client Success role, including but not limited to client onboarding, retention, escalation management, account growth, and cross-functional coordination. Employee agrees to devote full professional time and best efforts to the performance of duties and to follow Employer policies.

Primary Responsibilities (brief)

Client ownership and portfolio assignments are Employer property. Employee will not solicit or accept business from Employer clients outside the scope of Employee's duties during employment and for the restricted period specified in this Agreement.

Performance Metrics and Compensation Plan

Key Performance Indicators (KPIs) Bonus / Commission Structure Expense Reimbursement Policy

Confidentiality, IP and Non-Solicitation

Employee shall hold in strict confidence all proprietary and client-related information and shall not disclose or use such information except as required in performance of duties. All work product developed by Employee in connection with duties is the exclusive property of Employer. Employee agrees that for a period of 12 months following termination, Employee will not directly solicit Employer's active clients or induce employees to leave Employer, except with prior written consent.

Acknowledgment of Confidentiality and IP Terms

I acknowledge and agree to the Confidentiality and Intellectual Property provisions.

Term and Termination

Employment is at-will and may be terminated by either party at any time with or without cause, unless expressly modified in a separate written agreement signed by authorized representatives of both parties. Termination payments, accrued bonuses and severance (if any) shall be governed by Employer policy and applicable law.

Legal Disclosures

At-Will Employment: Employee acknowledges that employment is at-will unless a written agreement signed by Employer's authorized officer states otherwise.

Equal Employment Opportunity: Employer is an equal opportunity employer. Employment decisions will be made without unlawful consideration of protected characteristics.

Employee Representations and Authorization

Employee represents that all information provided to Employer is true and complete. Employee authorizes Employer to verify education, employment history and to obtain background checks and references. Employee further agrees to execute any additional authorizations reasonably required.

Background Check Authorization

I authorize Employer to obtain background checks, employment verification and professional references as necessary for employment.

Employment History

Prior Employer 1 — Company Name

Prior Employer 2 — Company Name

Education

Highest Degree

Professional References

Reference 1 Reference 2 Reference 3

Applicant Certification & Authorizations

I certify that all information provided in this Agreement and accompanying documents is true, complete and correct to the best of my knowledge. I understand that false statements or omissions may be cause for rejection of my application or termination of employment. I authorize Employer to contact previous employers, educational institutions and listed references, and to obtain consumer reports and background checks as permitted by law.

I certify that the information provided is true and authorize the stated verifications.

Notices and Contact Information

Employer Notice Address Employee Notice Address

Miscellaneous Provisions

Governing Law: This Agreement shall be governed by and construed in accordance with the laws of the jurisdiction in which Employer maintains its principal place of business, without regard to conflict of law principles. If any provision is found unenforceable, the remainder shall remain in force. This Agreement constitutes the entire agreement between the parties concerning its subject matter and supersedes prior agreements.

Acknowledgment of Client Lists and Training

Employee acknowledges receipt (or will receive) of Employer client lists, playbooks and training materials necessary to perform duties and agrees these materials are confidential and proprietary.

Employee:

By:

Date:

Employer:

By:

Date:

What the Employee Client Success Agreement Is and when you use it

An Employee Client Success Agreement is a written contract that defines responsibilities, performance metrics, and mutual expectations between an individual employee or account manager and a client. It typically covers scope of services, measurable success criteria, reporting cadence, payment or credit terms, confidentiality, and termination rights. Organizations use this agreement to align deliverables and incentives, reduce scope disputes, and provide a clear basis for performance measurement and escalation. Where executed electronically it must meet ESIGN and relevant state e‑signature rules to be enforceable.

Why a clear Employee Client Success Agreement matters

A concise agreement reduces misunderstanding, establishes measurable success criteria, and protects both parties legally; when signed correctly it is admissible under the ESIGN Act (15 U.S.C. §7001) and most state UETA laws.

Who commonly prepares and signs this agreement

Use appropriate signatory roles and internal approvals to avoid execution delays and enforceability questions.

Account managers and client success teams who manage deliverables and SLAs for a group of clients.
Human resources or legal teams responsible for template control and compliance with company policies.
Clients or client-designated representatives responsible for approving objectives, KPIs, and payment terms.

Step-by-step: complete and execute the agreement

Follow the sequence below to prepare, review, and finalize the Employee Client Success Agreement reliably.

01

Prepare draft: Populate all required fields and attach exhibits.
02

Internal review: Have legal or HR review for compliance and risk.
03

Client review: Provide to client for comment and sign-off.
04

Execute: Obtain authorized signatures and preserve the signed record.

Typical signing workflow for electronic execution

A reliable eSigning workflow reduces friction and preserves an audit trail; align authentication to transaction sensitivity.

Upload document: Upload final PDF or DOCX to your eSignature platform.
Place fields: Insert signature, date, and initial fields where required.
Add signers: Specify signer order and authentication level.
Send for signature: Track completion and store the certificate of completion.

Common eSignature workflow settings to configure

Configure these settings before sending to ensure security, traceability, and compliance.

Field	Configuration
Signer authentication	Email link with optional SMS or KBA
Signing order	Sequential or parallel depending on approvals
Audit trail	Enable full event logging and timestamps
Retention	Set automatic archival and export policy

Technical considerations for electronic execution

Ensure the platform you use can export signed records and certificates for retention and regulatory review.

Integrations: CRM, ERP, or cloud storage connections
Document formats: PDF, DOCX, and native HTML supported
Authentication: Email, SMS, KBA, or SSO options

Key clauses to include in a professional agreement

A robust template balances clarity and enforceability; include clauses that define scope, measurement, and remedies.

Scope

Define tasks, deliverables, boundaries, and excluded services so both parties share a single interpretation of obligations.

Success metrics

Specify KPIs, measurement methods, thresholds for success, and how results are reported and verified.

Payment or credits

Describe fees, invoicing cadence, payment terms, and consequences for missed milestones or credits.

Term and renewal

State the agreement term, renewal mechanics, and notice period required for nonrenewal or termination.

Confidentiality

Include data handling expectations, permitted disclosures, and any required security controls or addenda.

Dispute resolution

Identify governing law, escalation path, and mediation or arbitration provisions where appropriate.

Security and compliance items to record

Encryption: TLS 1.2/1.3 and AES-256

Audit trail: Timestamped event log

Access controls: Role-based permissions

HIPAA: BAA required if PHI present

21 CFR Part 11: Compliant workflows for FDA records

Retention policy: Defined archival and export rules

Key risks and potential penalties for mistakes

Invalid signature: Enforceability risk

Late delivery: Contract breach exposure

Missing TIN: Backup withholding risk

HIPAA breach: Civil penalties possible

I-9 noncompliance: Fines from DHS

Unclear KPIs: Dispute and nonpayment risk

Common preparation errors to avoid

Leaving performance metrics vague creates subjective disputes and delays in payment reconciliation.
Using inconsistent legal names or abbreviations can invalidate attribution for tax and enforcement purposes.
Failing to specify governing law and dispute process increases litigation cost and uncertainty for both parties.
Not matching signature blocks to authorized signers causes re-execution needs and prolongs the contract cycle.

Standard timeline items and key dates to include

Define explicit deadlines so both parties understand review periods, acceptance windows, and renewal triggers.

Effective date:

Date contract obligations commence (MM/DD/YYYY).

Client review period:

Specify number of business days for client comments.

Employee acceptance:

Deadline for employee acknowledgement and signing.

Renewal notice:

Days required for nonrenewal notice before term end.

Record retention:

Retention period to meet regulatory and tax needs.

Key milestones from draft to archived record

Track these numbered stages so internal teams meet deadlines and preserve the required records at each point.

01

Draft Approval

Internal legal and commercial sign-off completed before client review.

02

Client Negotiation

Client comments incorporated and final commercial terms agreed.

03

Execution

All parties sign and the executed copy is timestamped and stored.

04

Archival

Signed document exported to secure storage with retention metadata.

Real-world examples of how organizations use these agreements

Two brief examples illustrate practical uses across different company sizes and sectors.

Optica Ventures — COO

Optica used a standardized client success agreement to align milestones with investors and customers.

The template clarified responsibilities.
The result was fewer disputes and a clearer escalation path while preserving audit records for internal review and compliance.

Fertility Centers of Illinois — Founder

A medical services provider adopted structured client success agreements for patient service packages.

Security addenda were included.
This ensured consistent expectations, HIPAA-aligned handling of sensitive data, and a retained audit trail for regulatory review.

Representative eSignature pricing and feature snapshot for this agreement

Basic pricing and feature differences affect cost, authentication, and volume handling; signNow appears first for direct comparison.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	Yes, 7-day trial	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Bulk Send	Yes (Premium)	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Envelope Cap	No cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Frequently asked questions about execution, validity, and storage

Answers to common questions about enforceability, digital signatures, notarization, and what to do if an error is found.

Need help? Contact support

Is an electronic signature legally binding?
Yes, generally. Under the ESIGN Act (15 U.S.C. §7001) and state UETA statutes, electronic signatures are legally enforceable if the parties demonstrate intent, consent, attribution, and the record is retained and reproducible.
What authentication level should I require?
Choose authentication based on risk: email link for low-risk agreements, SMS or multi-factor for higher-value or regulated transactions, and stronger identity proofing for notarization or 21 CFR Part 11 needs.
Can I notarize an electronic execution?
Yes in jurisdictions that permit RON or electronic acknowledgements; require identity proofing, audio-video recording retention, and the notary’s journal per state rules.
What if a required field is missing after signing?
Missing essential information may invalidate obligations; correct via an amendment signed by all parties, or re-execute a corrected agreement to preserve enforceability.
How long should I keep the signed agreement?
Follow industry and federal benchmarks: at least three years for tax purposes and six years for HIPAA-related records; maintain accessibility for audits and litigation holds.
How can a signed agreement be revoked or canceled?
Revocation requires following termination or cancellation provisions in the agreement; mutual rescission should be documented and signed by both parties to avoid misunderstandings.

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