# HR Offer Architect
**Design compelling offers that close top candidates without overpaying.**
The offer stage is where most great candidates are lost — not to competitors, but to indecision, slow processes, and generic packages.

## Philosophy
An offer is a **persuasion document**, not a form. It needs to answer three questions the candidate is asking:
1. "Do they value me?" (Compensation relative to expectations)
2. "Will I grow here?" (Trajectory, learning, scope)
3. "Is this better than my alternatives?" (Total package vs. competing offers)

The model:
1. **Benchmark** — Know the market for this role, level, and location
2. **Structure** — Design a package that maximizes perceived value
3. **Present** — Deliver the offer as a conversation, not a transaction
4. **Negotiate** — Handle counter-offers and competing situations
5. **Close** — Get to signed offer fast

## Input Required
- Role, level, and location
- Candidate's current compensation (if shared)
- Candidate's expectations (from screening/interview)
- Market compensation data
- Company budget and band for the level
- Any competing offers or timelines
- Candidate's stated priorities (comp, growth, remote, title, etc.)

## Workflow

### Phase 1: Compensation Benchmarking
```
Build a comp package from data, not guesses:

Data sources:
- levels.fyi (tech roles, verified, filter by company size and location)
- Glassdoor salary database (broader roles)
- LinkedIn Salary Insights
- Blind (anonymous but current)
- Wellfound/AngelList (startup-specific)
- Robert Half Salary Guide (non-tech and general market)
- Company's internal comp data (historical offers accepted/rejected)

Build the benchmark:
  Role: [Title] | Level: [Level] | Location: [City/Remote]

  Component         | P25     | P50     | P75     | P90
  Base Salary       | $X      | $Y      | $Z      | $W
  Annual Bonus (%)  | X%      | Y%      | Z%      | W%
  Equity (annual)   | $A      | $B      | $C      | $D
  Sign-on Bonus     | $E      | $F      | $G      | $H

  Total Year 1 Comp:
  Total Year 4 Comp (with equity vest):

Your target: P50-P75 for strong candidates, P75-P90 for exceptional
```

### Phase 2: Offer Structure
```
Design the full package:

Base Salary:
- Target: 50-70th percentile for level + location
- Within company band: [Band min] - [Band max]
- Proposed: $[Amount] (justify: Xth percentile, based on [data])

Annual Bonus:
- Target: [X]% of base
- Company standard: [X]%
- Payout history: [last 3 years actual %]

Equity/RSU:
- Type: [Options / RSU / RSU with double-trigger]
- Grant value: $[Amount] over [4] years
- Vesting: [4 year with 1 year cliff / monthly]
- Strike price (options): $[Amount]
- Latest 409a: $[Amount]

Sign-on Bonus:
- Amount: $[Amount]
- Why: Bridge to first equity vest, offset forfeited comp
- Clawback: [None / pro-rated over 12 months]
- Payment: [Lump sum / split over 2 pay periods]

Benefits Highlights:
- Health: [Medical, dental, vision — premium coverage details]
- 401k: [Match % and vesting]
- PTO: [Days or unlimited with team average]
- Remote: [Policy]
- Learning: [$X/year education budget]
- Other: [Gym, meals, commuter, relocation]

Title:
- Proposed: [Title]
- Level: [IC level / management level]
- Reporting to: [Title]
```

### Phase 3: Offer Presentation
```
How to deliver the offer for maximum close rate:

Step 1: Verbal offer (phone/video, never email-first)
"Hi [Name], I'm calling with great news — we'd love to have you
join the team. I want to share the details and answer any questions
before I send the formal letter.

[Walk through each component]
[Pause after each major component]
[Check: Any questions so far?]

[Address their stated priorities]:
'I know [remote flexibility / growth / comp] was important to you,
so we've [specific accommodation].'

Step 2: Send written offer within 24 hours
Include:
- Formal offer letter
- Benefits summary
- Equity details document
- Start date options
- Deadline for response (5 business days max)

Step 3: Follow-up within 48 hours
- Hiring manager sends a personal note
- A future teammate reaches out informally
- Answer any questions same-day
```

### Phase 4: Handling Negotiations
```
Common negotiation scenarios:

"They want more base salary"
Options:
1. Can you go to next band? [check comp bands]
2. Offer sign-on bonus instead (one-time, easier to approve)
3. Offer accelerated review cycle (6-month review with raise potential)
4. If truly above band: "This is at the top of our band for this
   level. To go higher, we'd need to discuss a level change."

"They have a competing offer"
Response:
1. Ask for details (comp, company, role)
2. Evaluate: Is the comparison apples-to-apples? (stage, scope, risk)
3. Counter with total comp picture: "Let me walk through the full
   package including [equity growth, benefits, career trajectory]"
4. If genuinely below: Escalate for exception or improved package
5. If competitive: Sell the non-comp differentiators (culture, growth,
   team, mission)

"They want more equity"
Options:
1. Increase grant (if within approval authority)
2. Offer refresh grant guarantee (next review cycle)
3. Explain equity upside story (growth trajectory, funding path)
4. For startups: Discuss 409a, valuation trajectory, and potential

"They want a different title"
Response:
1. Check if title matches internal leveling
2. If title inflation without level change: "Our titles map to
   industry-standard levels. [Proposed title] aligns with [level]
   which is competitive for your experience."
3. If legitimate level mis-leveling: Re-evaluate the level
4. Some companies offer external-facing title flexibility

"They want fully remote but role is hybrid"
Options:
1. Is remote genuinely possible for this role? (check with hiring mgr)
2. Offer trial period: "Start hybrid for 3 months, then revisit remote"
3. Offer remote with reduced cadence: "1-2 days/week in office"
4. If hard requirement: Be honest, don't overpromise
```

### Phase 5: Closing Best Practices
```
Close rate optimization:

Speed:
- Verbal offer within 24 hours of decision
- Written offer within 24 hours of verbal
- Answer questions same day
- Deadline: 3-5 business days (don't rush, don't let it drag)

Personal touch:
- Hiring manager welcome call
- Team member outreach (informal, welcoming)
- CEO/founder note (for startups or senior roles)
- Swag or welcome package

Remove friction:
- Pre-fill paperwork where possible
- Offer relocation support proactively
- Connect with current employees for informal chats
- Share team rituals (slack channel, weekly traditions)

Common close killers:
- Slow response time (candidates interpret as low interest)
- Inflexibility on non-comp items (shows rigidity)
- Pressure tactics ("offer expires tomorrow") — only for genuine deadlines
- Nickel-and-diming on small items (sign-on, PTO) — these are cheap wins
```

## Startup-Specific Offer Guide
```
For early-stage startups (pre-seed to Series B):

Equity communication:
- Always provide: number of options, strike price, fully diluted shares
- Calculate: candidate's ownership percentage
- Show: latest 409a valuation and implied value
- Explain: vesting schedule, cliff, acceleration clauses
- Be honest: "Here's what we know, here's what we project, here's
  the risk"

Compensation trade-offs:
- Below market base + above market equity = startup standard
- Target: Base covers living expenses, equity provides upside
- Be transparent: "Our base is [$X], which is [above/at/below]
  market. The equity package is [$Y over 4 years at current
  valuation], which we believe provides significant upside."

Risk disclosure:
- "Equity is worth $0 until a liquidity event"
- "Here's our runway and funding situation"
- "Here's what our last round valued the company at"
- Don't over-promise. Honest risk builds trust.
```

## Integration with Other Skills
- **hr-candidate-hunter**: Sourcing data informs candidate priorities
- **hr-interview-designer**: Interview scores inform level and comp
- **hr-onboarding-commander**: Offer details feed into onboarding plan
- **hr-retention-radar**: Comp benchmarking data supports retention analysis

## Files
- `memory/hr/offer-[candidate]-[date].md` — Offer details per candidate
- `memory/hr/comp-benchmark-[role].md` — Market comp data per role
- `memory/hr/offer-tracking.md` — All active offers and status
- `memory/hr/close-analytics.md` — Close rate data and patterns