30 Claude Prompts for Offer Letters

You are a compensation analyst who translates pay packages into plain language for candidates. <context> A candidate keeps asking what their offer is really worth beyond base salary, and I want a clear written breakdown I can send them that adds up every component. </context> <inputs> - Base salary: [BASE SALARY] - Target bonus percent: [TARGET BONUS PERCENT] - Equity grant and vesting schedule: [EQUITY GRANT AND VESTING] - Benefits estimated value: [BENEFITS ESTIMATED VALUE] - Sign-on bonus if any: [SIGN ON BONUS] </inputs> <task> Write a total compensation explainer that lists each component, explains it in one plain sentence, and shows an estimated first-year total. </task> <constraints> Keep it under 350 words. State clearly that bonus and equity values are estimates, not guarantees. Do not use financial jargon like cliff or acceleration without a one-line definition. </constraints> <format> Return a short intro paragraph followed by a table-style list of components with amounts, then a one-line total estimate with a disclaimer. </format>

You are a people operations specialist who explains stock and equity grants to non-finance employees. <context> A new hire has never received equity before and does not understand vesting, cliffs, or what their grant is actually worth today versus over time. </context> <inputs> - Type of equity: [RSU OR OPTIONS OR OTHER] - Number of units or shares: [NUMBER OF UNITS] - Vesting schedule: [VESTING SCHEDULE, E.G. 4 YEAR 1 YEAR CLIFF] - Current estimated value per share: [ESTIMATED VALUE PER SHARE] - Strike price if options: [STRIKE PRICE OR NOT APPLICABLE] </inputs> <task> Write a plain-language explanation of the equity grant that defines the key terms, walks through what vests and when, and gives an illustrative value example. </task> <constraints> Keep it under 400 words. State clearly that share value can go up or down and is not guaranteed income. Avoid presenting the estimate as a promise of future payout. </constraints> <format> Return a short glossary of three or four key terms, followed by a plain-English walkthrough and one worked example. </format>

You are a compensation specialist who explains variable pay plans to job candidates during the offer stage. <context> A candidate wants to understand exactly how the bonus is calculated and when it gets paid before they accept the offer. </context> <inputs> - Bonus type: [ANNUAL, QUARTERLY, OR COMMISSION] - Target percentage or amount: [TARGET PERCENTAGE OR AMOUNT] - Performance metrics it depends on: [PERFORMANCE METRICS] - Payout timing: [PAYOUT TIMING] - Proration rule for new hires: [PRORATION RULE] </inputs> <task> Write a clear explanation of how the bonus is calculated, what it depends on, when it pays out, and how it is prorated for someone starting mid-cycle. </task> <constraints> Keep it under 300 words. Do not imply the bonus is guaranteed if it depends on performance metrics. State the proration rule explicitly since this is the most common candidate question. </constraints> <format> Return four short labeled sections: How it is calculated, What it depends on, When it pays, and Proration for new hires. </format>

You are a benefits coordinator who summarizes benefits packages for incoming employees. <context> A new hire has a list of benefits options and PTO policy details but finds the raw plan documents confusing, and I want a short summary in everyday language. </context> <inputs> - Health plan options: [HEALTH PLAN OPTIONS] - Employer contribution: [EMPLOYER CONTRIBUTION] - PTO policy type: [ACCRUED OR UNLIMITED OR FIXED DAYS] - Retirement plan match: [RETIREMENT PLAN MATCH] - Other perks: [OTHER PERKS] </inputs> <task> Write a plain-language summary of the benefits package and PTO policy that a new hire can read in under two minutes and understand what applies to them. </task> <constraints> Keep it under 350 words. Do not restate the entire legal plan document, just the practical points a new hire needs. Note that enrollment details will come separately from the benefits provider. </constraints> <format> Return a short intro line followed by a bulleted list grouped under Health, Time Off, Retirement, and Other Perks. </format>

You are a recruiting partner who prepares hiring managers to discuss compensation with a candidate weighing multiple offers. <context> A strong candidate told us they have a competing offer, and I need talking points for the hiring manager to use on a call to explain why our offer is competitive without getting into a bidding war. </context> <inputs> - Our base salary and bonus target: [OUR BASE AND BONUS TARGET] - Our equity and benefits highlights: [OUR EQUITY AND BENEFITS HIGHLIGHTS] - Known details about the competing offer: [COMPETING OFFER DETAILS] - Non-monetary strengths of our role: [NON MONETARY STRENGTHS] </inputs> <task> Write talking points the hiring manager can use on a call that fairly represent our compensation, address the competing offer directly, and highlight non-monetary strengths. </task> <constraints> Keep it under 300 words. Do not suggest disparaging the competing employer. Keep the tone confident but honest, not desperate to close the deal. </constraints> <format> Return a short list of five talking points, each one to two sentences, ordered from strongest to weakest. </format>

You are an HR compliance specialist who drafts contingency language for offer letters. <context> Our offers are contingent on a clean background check result, and I need standard language to insert into the letter that is clear but not alarming to the candidate. </context> <inputs> - Type of background check: [TYPE OF BACKGROUND CHECK] - Vendor conducting it: [VENDOR NAME] - Timeframe expected: [TIMEFRAME] - What happens if results are unsatisfactory: [PROCESS IF UNSATISFACTORY] </inputs> <task> Write a contingency clause stating the offer depends on a satisfactory background check, who conducts it, roughly how long it takes, and what process follows if results raise concerns. </task> <constraints> Keep it under 200 words. Use neutral, non-accusatory language. Reference that the candidate will have a chance to respond to any adverse findings if your process allows that, otherwise omit the claim. </constraints> <format> Return a single labeled clause titled Background Check Contingency, written as two or three short paragraphs. </format>

You are an HR generalist who writes conditional offer language tied to reference checks. <context> We extend offers before references are fully verified, and I want a clause stating the offer is contingent on satisfactory reference results without sounding like we do not trust the candidate. </context> <inputs> - Number of references required: [NUMBER OF REFERENCES] - Who conducts the check: [WHO CONDUCTS CHECK] - Expected completion timeframe: [TIMEFRAME] - Whether this delays the start date: [YES OR NO] </inputs> <task> Write a short contingency clause explaining the offer depends on satisfactory reference verification, the timeframe, and whether it affects the start date. </task> <constraints> Keep it under 150 words. Keep the tone routine and procedural, not suspicious. State plainly whether the start date is affected rather than leaving it ambiguous. </constraints> <format> Return a single short paragraph labeled Reference Verification Contingency. </format>

You are an immigration-aware HR specialist who drafts offer language for candidates requiring work authorization. <context> A candidate will need visa sponsorship or work authorization confirmation before they can start, and the offer letter needs to state this clearly without discouraging them. </context> <inputs> - Type of authorization needed: [VISA TYPE OR WORK AUTHORIZATION TYPE] - Whether company sponsors: [YES OR NO AND DETAILS] - Estimated processing timeframe: [ESTIMATED TIMEFRAME] - Impact on start date if delayed: [IMPACT ON START DATE] </inputs> <task> Write a contingency clause stating the offer depends on confirmed work authorization, whether the company is sponsoring, the expected timeframe, and how delays affect the start date. </task> <constraints> Keep it under 200 words. Do not make legal guarantees about visa approval outcomes, since the company does not control immigration decisions. State clearly that timelines are estimates. </constraints> <format> Return a labeled clause titled Work Authorization Contingency with two short paragraphs. </format>

You are a legal-adjacent HR partner who drafts offer language requiring a signed agreement as a condition of employment. <context> Our offers require the candidate to sign a confidentiality or intellectual property assignment agreement before the start date, and I need clause language stating this condition. </context> <inputs> - Type of agreement required: [AGREEMENT TYPE, E.G. CONFIDENTIALITY OR IP ASSIGNMENT] - Deadline to sign relative to start date: [DEADLINE TO SIGN] - Whether it will be sent separately: [YES OR NO] - Consequence of not signing: [CONSEQUENCE] </inputs> <task> Write a contingency clause stating that employment is conditional on signing the specified agreement by a given deadline, noting it will be sent separately if applicable. </task> <constraints> Keep it under 150 words. State the consequence plainly and once. Do not include full legal terms of the agreement itself, only reference that it exists and is required. </constraints> <format> Return a single labeled clause titled Required Agreement Contingency. </format>

You are an HR coordinator who verifies education and certification requirements as part of the offer process. <context> This role requires a specific degree or professional certification, and the offer needs to state that employment is contingent on proof of that credential. </context> <inputs> - Required credential: [REQUIRED DEGREE OR CERTIFICATION] - Proof required: [TRANSCRIPT, DIPLOMA, OR LICENSE NUMBER] - Deadline to provide proof: [DEADLINE] - What happens if proof cannot be provided: [CONSEQUENCE] </inputs> <task> Write a contingency clause stating the offer depends on verified proof of the required credential, what form of proof is needed, and the deadline. </task> <constraints> Keep it under 150 words. State the consequence of missing proof plainly. Do not assume the candidate is being dishonest, keep the tone procedural. </constraints> <format> Return a single labeled clause titled Credential Verification Contingency. </format>

You are a hiring manager who negotiates compensation directly with candidates. <context> A candidate countered our initial offer asking for a higher base salary, and I want to respond in a way that either meets them partway or holds firm while keeping the relationship positive. </context> <inputs> - Original offer amount: [ORIGINAL OFFER AMOUNT] - Candidate's requested amount: [REQUESTED AMOUNT] - Our decision: [MEET IN MIDDLE, HOLD FIRM, OR MATCH] - Reason if holding firm: [REASON IF HOLDING FIRM] </inputs> <task> Write an email responding to the candidate's counter that states our decision clearly, gives a brief reason if we are not matching the request, and keeps the tone collaborative. </task> <constraints> Keep it under 200 words. Do not sound defensive about the reason given. Avoid vague phrases like we did what we could, state the actual number and decision plainly. </constraints> <format> Return a short email with a greeting, the decision stated in the first two sentences, a brief reason, and a next step. </format>

You are a compensation partner who proposes alternative structures when base salary cannot be increased. <context> We cannot move on base salary due to internal pay bands, but we can offer a one-time signing bonus, and I need to explain this alternative to the candidate clearly. </context> <inputs> - Base salary staying fixed at: [BASE SALARY] - Signing bonus amount: [SIGNING BONUS AMOUNT] - Any repayment condition on the bonus: [REPAYMENT CONDITION] - Reason base cannot move: [REASON, E.G. INTERNAL PAY BAND] </inputs> <task> Write an email that explains why base salary is fixed, proposes the signing bonus as an alternative, and states any repayment condition clearly. </task> <constraints> Keep it under 200 words. Do not apologize excessively for the constraint, state it as a fact once. Make sure the repayment condition is stated in plain terms if one applies. </constraints> <format> Return a short email with a clear opening statement of the constraint, the proposed alternative, and a closing invitation to discuss. </format>

You are a recruiter who manages offer deadlines and candidate communication. <context> A candidate asked for more time to decide on our offer, and I need to respond granting an extension while keeping some urgency so the role does not stay open indefinitely. </context> <inputs> - Original deadline: [ORIGINAL DEADLINE] - New deadline granted: [NEW DEADLINE] - Reason candidate gave for needing time: [REASON GIVEN] - Whether this is a final extension: [YES OR NO] </inputs> <task> Write an email granting the extension, confirming the new deadline, and noting politely whether this is the final extension available. </task> <constraints> Keep it under 150 words. Keep the tone understanding, not passive-aggressive about the delay. State the new deadline as a specific date, not a vague timeframe. </constraints> <format> Return a short email with a warm opening line, the new deadline stated clearly, and a closing line. </format>

You are a hiring manager who negotiates non-cash terms when the salary budget is fixed. <context> A candidate is close to accepting but wants more flexibility, and I can offer extra PTO days or a flexible schedule instead of more money, so I need to present this as a genuine improvement. </context> <inputs> - Additional PTO days offered: [ADDITIONAL PTO DAYS] - Flexibility terms offered: [FLEXIBILITY TERMS, E.G. REMOTE FRIDAYS] - What stays the same: [WHAT STAYS THE SAME] - Candidate's stated priority: [CANDIDATE'S STATED PRIORITY] </inputs> <task> Write an email presenting the additional PTO or flexibility as a direct response to what the candidate said mattered to them, without overselling it as equivalent to a raise. </task> <constraints> Keep it under 200 words. Do not claim the non-cash offer is worth a specific dollar amount unless the inputs provide one. Keep the tone genuine, not like a sales pitch. </constraints> <format> Return a short email with an opening line referencing the candidate's stated priority, the offer details, and a closing question inviting their reaction. </format>

You are a hiring manager who needs to communicate that an offer is final and will not be increased further. <context> We have negotiated twice already and this is genuinely our final offer, and I need to say so clearly without sounding like an ultimatum that damages the relationship. </context> <inputs> - Final offer amount: [FINAL OFFER AMOUNT] - Number of rounds already negotiated: [NUMBER OF ROUNDS] - Reason this is final: [REASON, E.G. BUDGET CAP] - Deadline for their decision: [DEADLINE] </inputs> <task> Write an email stating clearly that this is the final offer, briefly explaining why, and giving a specific deadline for the candidate's decision. </task> <constraints> Keep it under 180 words. State final clearly once, do not repeat the word final multiple times in a way that sounds like a threat. Keep the closing line warm regardless of their decision. </constraints> <format> Return a short email with the final offer stated in the opening sentence, a brief reason, the deadline, and a warm closing line. </format>

You are an HR business partner who has to communicate a difficult offer rescission caused by a hiring freeze. <context> We have to rescind a signed offer because of a sudden budget freeze that is out of the candidate's control, and I need to deliver this news clearly and with genuine care. </context> <inputs> - Candidate name: [CANDIDATE NAME] - Position offered: [POSITION] - Reason for rescission: [BUDGET FREEZE OR REORG DETAIL] - Any support being offered: [SEVERANCE OR REFERRAL SUPPORT IF ANY] </inputs> <task> Write a letter rescinding the offer that states the reason honestly, expresses genuine regret, and mentions any support being offered such as a referral or reconsideration for future roles. </task> <constraints> Keep it under 250 words. Do not blame any individual or team by name. Avoid corporate euphemisms that obscure what happened, state the reason plainly. </constraints> <format> Return a formal letter with a direct opening statement of the rescission, the reason, and a closing paragraph offering support. </format>

You are an HR compliance specialist who communicates offer rescissions tied to background check results. <context> A background check came back with a result that does not meet our hiring criteria, and I need to notify the candidate in a way that follows fair chance hiring notice requirements. </context> <inputs> - Candidate name: [CANDIDATE NAME] - General nature of the finding: [GENERAL NATURE, NOT DETAILED RECORD] - Right to respond process: [RIGHT TO RESPOND PROCESS AND DEADLINE] - Contact for questions: [CONTACT NAME OR DEPARTMENT] </inputs> <task> Write a notice stating the offer is being reconsidered or rescinded due to background check results, explaining the candidate's right to respond and the deadline to do so. </task> <constraints> Keep it under 250 words. Do not disclose specific record details beyond what is necessary, since this is often legally sensitive. State the right to respond process clearly and give a real deadline. </constraints> <format> Return a formal notice letter with a clear statement of status, the right to respond section, and contact information. </format>

You are a people operations manager who has to inform a not-yet-started employee that their role no longer exists. <context> A reorganization eliminated the role we offered before the candidate's start date, and I need to tell them clearly and compassionately since they may have already resigned from a prior job. </context> <inputs> - Candidate name: [CANDIDATE NAME] - Position that was eliminated: [POSITION] - Original start date: [ORIGINAL START DATE] - Support offered: [SEVERANCE, TRANSITION PAY, OR REFERRAL] </inputs> <task> Write a letter informing the candidate the role has been eliminated due to reorganization, acknowledging the hardship this likely causes given they may have already left another job, and detailing any support offered. </task> <constraints> Keep it under 250 words. Show genuine acknowledgment of the disruption without over-apologizing to the point of sounding insincere. State the support offered as concrete facts, not vague promises. </constraints> <format> Return a formal letter with an empathetic opening, a clear statement of the reorg and its effect, and a support and next-steps section. </format>

You are an HR partner who is trying to preserve a hire by delaying the start date rather than rescinding the offer. <context> Budget or headcount issues mean we cannot bring this hire on as scheduled, but we want to keep them rather than rescind, so I need to propose a delayed start date. </context> <inputs> - Candidate name: [CANDIDATE NAME] - Original start date: [ORIGINAL START DATE] - Proposed new start date: [PROPOSED NEW START DATE] - Reason for the delay: [REASON FOR DELAY] - Any bridge support offered: [BRIDGE SUPPORT IF ANY] </inputs> <task> Write a letter proposing the delayed start date, explaining the reason honestly, and offering any bridge support such as a partial payment if applicable. </task> <constraints> Keep it under 200 words. Be honest that this is a real delay and not certain to resolve favorably if that is the case. Do not oversell the bridge support if none exists. </constraints> <format> Return a letter with a direct opening about the proposed delay, the reason, and a closing paragraph asking for their availability to discuss. </format>

You are a recruiting lead who needs to inform the internal hiring team about a rescinded offer. <context> An offer we made had to be rescinded, and I need to notify the hiring manager and interview panel with the facts so they understand what happened and are not caught off guard if the candidate reaches out. </context> <inputs> - Candidate name and role: [CANDIDATE NAME AND ROLE] - Reason for rescission: [REASON] - Whether the role will be reopened: [YES, NO, OR TBD] - Any action needed from the team: [ACTION NEEDED] </inputs> <task> Write an internal email to the hiring team explaining the rescission, the reason, whether the role will reopen, and any action needed from them. </task> <constraints> Keep it under 200 words. Be factual and avoid speculation about the business reason beyond what is given. Do not include any candidate personal details beyond name and role. </constraints> <format> Return a short internal email with a subject line suggestion, a factual summary, and a clear action item if one exists. </format>

You are a recruiter who writes rejection emails to candidates who made it to the final interview round. <context> A candidate performed well but we chose another finalist, and I want to send a rejection that respects the time they invested and leaves the door open for future roles. </context> <inputs> - Candidate name: [CANDIDATE NAME] - Role they interviewed for: [ROLE] - One genuine strength to mention: [GENUINE STRENGTH] - Whether we want to keep them in mind for future roles: [YES OR NO] </inputs> <task> Write a rejection email that thanks the candidate for their time, mentions one genuine strength, states the decision clearly, and notes whether we would like to consider them for future roles. </task> <constraints> Keep it under 150 words. Do not use vague filler like we had many strong candidates without saying anything specific. State the decision within the first two sentences rather than burying it at the end. </constraints> <format> Return a short email with a greeting, the decision, one genuine strength mentioned, and a closing line. </format>

You are a recruiting coordinator who sends early-stage rejection emails after phone screens. <context> A candidate did a phone screen but is not moving forward, and I need a short, respectful decline that does not require the same depth as a final-round rejection. </context> <inputs> - Candidate name: [CANDIDATE NAME] - Role applied for: [ROLE] - General reason if we choose to give one: [GENERAL REASON OR NONE] </inputs> <task> Write a brief, polite rejection email appropriate for an early-stage candidate, stating the decision clearly without requiring extensive detail. </task> <constraints> Keep it under 100 words. Keep it warm but efficient, this stage does not need extensive personalization. Do not promise future consideration unless it is genuinely intended. </constraints> <format> Return a short email with a greeting, the decision in one or two sentences, and a brief closing line. </format>

You are a manager who has to tell a current employee they were not selected for an internal promotion they applied for. <context> An existing employee applied for a promotion and was not chosen, and this conversation needs extra care since they will continue working here and may feel discouraged. </context> <inputs> - Employee name: [EMPLOYEE NAME] - Role they sought: [ROLE SOUGHT] - One genuine strength: [GENUINE STRENGTH] - Specific gap or reason, framed constructively: [SPECIFIC GAP OR REASON] - Development path offered: [DEVELOPMENT PATH OR NEXT STEPS] </inputs> <task> Write a message telling the employee they were not selected, naming a genuine strength, giving one constructive and specific reason, and outlining a development path for next time. </task> <constraints> Keep it under 250 words. Be specific about the gap rather than vague, since a vague reason feels worse than a clear one to an internal candidate. Keep the tone supportive, not corrective. </constraints> <format> Return a message with an opening acknowledging their effort, the decision, the specific reason, and a development path section. </format>

You are a hiring manager who has decided to withdraw an offer discussion because the candidate's counter request exceeded what the role can support. <context> A candidate's counter offer request was far beyond our budget for this role, and after internal discussion we decided not to continue negotiating, so I need to close this out professionally. </context> <inputs> - Candidate name: [CANDIDATE NAME] - Role: [ROLE] - Gap between our offer and their request: [GAP DESCRIPTION, NOT NECESSARILY EXACT NUMBER] - Whether we would reconsider at a different level: [YES OR NO] </inputs> <task> Write an email that closes out the negotiation professionally, states that the gap could not be bridged, and notes whether we would consider them for a different level or role. </task> <constraints> Keep it under 180 words. Do not sound judgmental about the candidate's ask, framing it as a mismatch in expectations rather than an unreasonable request. Keep the tone respectful. </constraints> <format> Return a short email with a clear closing statement, the reason framed as a mismatch, and an optional note about future fit. </format>

You are a recruiter handling a candidate who previously went silent during a process and has now reapplied for a different role. <context> A candidate stopped responding during a prior interview process without explanation, and they have now applied again for a different opening, and I need to decide how to respond professionally. </context> <inputs> - Candidate name: [CANDIDATE NAME] - Previous role and how the process ended: [PREVIOUS ROLE AND OUTCOME] - New role applied for: [NEW ROLE] - Our decision: [PROCEED OR DECLINE] </inputs> <task> Write an email responding to the reapplication that references the prior process professionally without being accusatory, and states our decision on whether to proceed. </task> <constraints> Keep it under 150 words. Do not use accusatory language like you never responded, instead state it neutrally as the process did not conclude. Keep the tone fair and businesslike. </constraints> <format> Return a short email with a neutral opening reference to the prior process and a clear statement of the current decision. </format>