Make offers
Take a candidate from the Offer stage to a signed acceptance — templates, approval routing, and tracking along the way.
Prerequisites: a candidate at the Offer stage; Recruiter role or above to create offers, Owner or Admin to approve them.
Create the offer
Start from the candidate
With the candidate at the Offer stage, choose Create Offer. Starting from the pipeline keeps the offer tied to the right job and candidate record.
Use a template
Pick from your Offer Templates so compensation structure, terms, and language stay consistent across the team, then adjust the specifics — compensation, start date, and role terms — for this candidate.
Submit for approval
If your company uses an Approval Workflow, the offer routes to an approver before it can go out. Approvers see the full offer in context. This is the control that prevents an off-band offer leaving the building.
Send
Once approved, send the offer. The candidate's pipeline stage reflects it — the offer moves through sent, and later to accepted or declined.
Track acceptance
Your offers dashboard shows every offer across roles with its current state:
| Status | Meaning |
|---|---|
| Pending | Sent and awaiting the candidate's decision |
| Negotiation | The candidate has come back on terms |
| Accepted | The candidate accepted — move toward Hired |
| Declined | The candidate turned the offer down |
When an offer is declined
Record why. Offer-decline reasons — compensation, competing offer, timing, role scope — are some of the most valuable data your hiring operation produces. Patterns across declines feed your win/loss picture and tell you whether you are losing on money, speed, or story, and your compensation benchmarking gives you market context for the answer.
Negotiation is part of the record
Handle counter-offers inside the offer record rather than in side emails. The negotiation history stays attached to the candidate, and the final accepted terms are unambiguous.
After acceptance
Advance the candidate to Hired to close the loop. The search's full record — scorecards, stage history, the offer itself — stays intact for your audit trail and your success metrics.
Related
Scorecards and feedback
Record interview feedback that is still worth reading months later — evidence over adjectives, calibrated across interviewers.
Decline candidates well
Decline with structured feedback that preserves the relationship — and compounds into sharper shortlists with every decision you record.