Help me prepare a LinkedIn message and formal-offer handoff for a candidate we want to hire. The role is [ROLE AND LOCATION], the candidate’s relevant interview strengths are [CANDIDATE EVIDENCE], and the approved offer terms are [APPROVED TERMS]. Our required company process and policy constraints are [COMPANY POLICY AND PROCESS]. The recruiting relationship and desired tone are [CANDIDATE CONTEXT]. Produce three items. 1. A LinkedIn message of 90-130 words from the authorized recruiter or hiring manager. It should congratulate the candidate, state that we would like to move forward subject to the formal written offer and required approvals, identify the next step and response timing, and invite questions. Do not present an informal message as a binding offer. 2. A formal-offer handoff checklist for the recruiter. Include approval owner, job title and legal employing entity, location and work arrangement, start-date process, compensation components, benefit references, contingencies, required attachments, signature workflow, and candidate questions that need written answers. Mark fields that must use company-approved language. 3. A 150-220 word internal note to the hiring manager explaining what has been communicated, what remains contingent, and which follow-ups are owned by recruiting, HR, legal, or payroll. Use only the supplied approved terms. Do not invent salary, equity, benefits, visa support, employment status, start date, background-check terms, or legal language. Do not make promises about future promotion, flexibility, or culture that are not explicitly approved. Before answering, check for inconsistent figures, missing required terms, discriminatory or exclusionary language, and statements that could be construed as a binding employment agreement. Flag items requiring HR, legal, compensation, or local employment-law review. Ask up to 3 clarifying questions only if a required input is missing.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [ROLE AND LOCATION] | Enter the approved job title, employing location, and work arrangement. | Senior Data Analyst, Chicago, Illinois; hybrid three days per week |
| [CANDIDATE EVIDENCE] | Summarize verified interview strengths or relevant experience to reference in the message. | Maya led self-service reporting adoption at two SaaS companies and gave clear examples of partnering with finance and product. |
| [APPROVED TERMS] | Enter only the compensation, level, timing, and terms that have been formally approved. | Level P4; $128,000 base salary; 10% target bonus; proposed start date March 9 subject to background check; standard benefits per approved offer template. |
| [COMPANY POLICY AND PROCESS] | Describe approved templates, required reviewers, signing process, and relevant hiring policies. | Recruiting must obtain compensation approval before contact; HR generates the offer in Greenhouse; Illinois template only; legal reviews any nonstandard clause. |
| [CANDIDATE CONTEXT] | Describe the stage of communication, recruiter identity, and any candidate questions already raised. | The recruiter, Daniel, told Maya the panel was enthusiastic. Maya asked whether hybrid work means fixed office days. |
How to use
- Paste only terms that have completed the company’s approval process; do not use the prompt to decide compensation.
- Confirm the sender has authority to communicate the next step through LinkedIn.
- Check the draft against the company’s approved jurisdiction-specific offer template before sending anything.
- Follow up with: “Draft a neutral reply if the candidate asks to negotiate the base salary.”
Variations
Offer call script
Use this when preparing for a verbal offer conversation.
Write a 5-7 minute verbal offer-call script for [ROLE] using only [APPROVED OFFER TERMS] and [COMPANY PROCESS]. Include a warm opening, a clear statement that written documents control, a plain explanation of the approved terms, space for candidate questions, and next steps with owners and timing. Add a recruiter checklist of items to document after the call. Do not imply guaranteed employment, invent benefits, or pressure the candidate for an immediate answer. Flag matters needing HR or legal review. Ask up to 3 questions only for missing inputs.
Negotiation response
Use this when a candidate requests a change to an approved offer.
Draft a respectful response to a candidate’s request for [REQUESTED CHANGE] for the [ROLE]. Use [CURRENT APPROVED TERMS], [NEGOTIATION AUTHORITY], and [CANDIDATE MESSAGE]. Produce three versions: acknowledge and escalate, approve within stated authority, and decline while keeping the relationship constructive. Clearly label which version matches each authority condition. Do not make commitments outside the stated authority or explain confidential compensation comparisons. Flag any change requiring compensation, HR, legal, or finance approval. Ask up to 3 questions only if needed.
Offer acceptance reply
Use this when a candidate has accepted and needs practical next steps.
Write a candidate-facing acceptance reply for [ROLE] after receipt of [ACCEPTANCE METHOD]. Use [ONBOARDING STEPS], [START DATE STATUS], and [REQUIRED CONTINGENCIES]. Produce a 120-170 word email or LinkedIn message that confirms receipt, identifies what happens next, gives a contact for questions, and avoids promising completion before contingencies clear. Include an internal checklist of recruiting, HR, payroll, and manager handoffs. Do not include personal data or legal terms not in the approved process. Ask up to 3 questions only for missing inputs.
Tips
- Treat LinkedIn as relationship communication, not the source of the employment agreement; the approved written offer and applicable law control.
- Keep informal messages free of compensation details unless the company explicitly authorizes that channel and wording.
- Do not describe a candidate as a “culture fit”; refer to verified skills, interview evidence, and role requirements instead.
- If a candidate asks about visa support, accommodations, equity, or a nonstandard work arrangement, route the question to the responsible expert rather than improvising.
FAQ
Can I send an offer letter through LinkedIn?
A LinkedIn message can communicate next steps, but formal offer delivery should follow your company’s approved process and jurisdiction-specific requirements. Use a company-approved written document for binding terms.
Should the recruiter include salary in the LinkedIn message?
Only if company policy and the approved process allow it. It is usually safer to say that the formal written offer will contain the approved terms.
Can AI write the legal offer letter itself?
It can help organize inputs or draft nonbinding communications, but formal offer language should come from approved company templates and be reviewed by the appropriate HR or legal team.