Position & Duties
Concise job title and primary responsibilities, including territory, direct reports, and performance measurements for quota and objectives.
A well‑crafted offer reduces ambiguity about pay, responsibilities, and contingencies while documenting conditions needed for hiring decisions. It helps avoid disputes, supports consistent onboarding, and provides evidence of agreed terms for HR and legal review.
HR teams, hiring managers, and in-house or outside counsel usually draft and review an Employment Offer for Sales Manager before sending it to the candidate.
The candidate, HR representative, and an authorized signer for the company are the typical recipients and signatories once terms are accepted.
Concise job title and primary responsibilities, including territory, direct reports, and performance measurements for quota and objectives.
Base salary, pay frequency, commission plan summary, target OTE, and timing for first paycheck and commission payouts.
Describe trigger events, calculation method, clawback conditions, payment cadence, and whether draws are advanced or recoverable.
State benefits eligibility, start dates for medical/retirement plans, and any stock, RSU, or option grants with basic vesting terms.
Contingencies such as background checks, drug screening, reference verification, and immigration or sponsorship requirements.
At-will statement or contract reference, confidentiality or IP clauses, applicable governing law, and signature blocks for authorized parties.
| Field | Configuration |
|---|---|
| Signature Field | Require signer name and date; set signer role to candidate or company representative |
| Authentication | Email link with optional SMS code for higher assurance |
| Routing Order | Company signer first or last as required; enable reminders if unsigned |
| Retention | Store signed PDF and audit trail for legal and payroll records |
Choose a platform that supports required file formats, signer authentication, and secure storage for employment records.
Save executed offers as PDF/A for archival and as DOCX for internal edits; include the audit certificate with every export.
Attach background check results, offer acceptance emails, and any signed restrictive covenants to the main offer file.
Retain the original signed version and log any subsequent amendments as separate executed addenda to avoid ambiguity.
Keep copies in HRIS and a secure document repository with access controls and an audit trail for retrieval.
Typical window 5–10 business days; specify exact date and time.
Set definitive MM/DD/YYYY start date used for benefits and payroll activation.
Allow sufficient time, typically 3–7 business days, depending on scope.
New hire enrollment commonly within 30 days of start date.
Employer must complete I-9 Section 2 within three business days after hire.
Company sends offer and sets acceptance deadline.
Candidate signs and returns the executed offer document.
Background, references, and eligibility checks complete prior to start.
Onboarding and payroll setup completed; I-9 verified.
| 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 free trial | No | No | Yes, limited | Yes, limited |
| Bulk Send | Yes | Yes | Yes | Yes | No |
| Audit Trail | Yes | Yes | Yes | Yes | Yes |
| HIPAA Compliant | Yes | Yes | Yes | No | No |
| Envelope Cap | No cap | 100 envelopes/user/year | Varies | Varies | Varies |