What to Ask HR Before Signing Your Job Offer

Your first job offer or employment contract often comes with more than salary and title. It may include bonus terms, benefits, notice periods, non-compete and confidentiality clauses, and IP assignment—all of which can affect your pay, your freedom to leave, and what you can do after you leave. If you don't ask the right questions before you sign, you might later discover that your bonus is "discretionary" and rarely paid, that you must give 3 months' notice but they can let you go with 1 month, or that you're restricted from working for a competitor for a year. Here's what to clarify with HR before you sign—so you know exactly what you're agreeing to and what to ask for in writing.

Salary, bonuses, and benefits

Before you sign, make sure you understand what's guaranteed and what's not—and when benefits start.

What's guaranteed vs discretionary?

Base salary is usually fixed—you'll get that amount each month (or pay period) as long as you're employed. Bonuses, on the other hand, are often "at the company's discretion" or "subject to performance." That can mean the company doesn't have to pay a bonus even if you hit your targets—or that the criteria for payment are vague. Ask: How have bonuses been paid in practice over the last few years? What are the criteria (e.g. company performance, team performance, individual performance)? Is there a written bonus plan or policy? If the offer letter says "bonus up to X% of salary," ask what percentage people typically receive and under what conditions. You don't need the exact number for every year, but you should have a clear picture. If the offer is heavily bonus-dependent (e.g. "OTE" or on-target earnings that assume a large bonus), understand the risk: if the company or your performance doesn't hit targets, your take-home could be much lower than expected.

When do benefits start?

Health insurance, pension, or other benefits may start on day one or after a probation period (e.g. 3 or 6 months). If they start after probation, you might be without coverage for a few months—so you need to plan (e.g. extend your current insurance, or budget for a gap). Get the start date for each benefit in writing. Also ask: What's covered? For health insurance, what's the deductible, what's the copay, and what's not covered? For pension, does the company match your contribution, and up to what percentage? If you're relocating, is there a relocation allowance or support? Get the key terms in writing so there are no surprises.

Review and raise cycle

How often are performance reviews? Annually, every six months, or something else? When is the first opportunity for a raise—after 6 months, 12 months, or at the next review cycle? You don't need the exact number for your first raise, but the process should be clear. If the company says "we review salaries annually," ask when that happens (e.g. January, or on your anniversary date) and what the typical range is (e.g. cost-of-living adjustment vs. merit increase). Knowing the process helps you plan and set expectations.

Notice period and termination

How much notice do you have to give—and how much do they have to give you? What happens during probation? These terms affect your flexibility and your security.

How much notice do you need to give?

And how much do they need to give you? Symmetry is fair: if you must give 3 months' notice but they can let you go with 1 month (or less during probation), you're less protected. You're locked in longer than they are. Look for balanced notice—e.g. 1 month for both sides, or 2 months for both—or at least understand the difference. If you must give 3 months and they give 1 month, ask why and whether they would consider matching. Some companies will; others won't, but you'll know where you stand. Also ask: Is pay in lieu of notice allowed? That means you can leave earlier and give up salary for the notice period instead of working it. Some employers prefer that (e.g. if you're going to a competitor, they may not want you in the building). If it's allowed, you have more flexibility.

What happens during probation?

Probation is a trial period (e.g. 3 or 6 months) during which either side can often end the contract with shorter notice (e.g. 1 week or 2 weeks). During probation you usually have less job security—they can let you go quickly if it's not a fit. After probation, notice and other terms may improve. Know: How long is probation? What's the notice during probation (for you and for them)? What happens when probation ends—does notice period change? Do benefits change? Get it in writing so you're not surprised.

Pay and leave on termination

When you or they end the contract, what are you owed? Final salary (for the period you worked), accrued leave (holiday/vacation days you haven't used), any bonus or commission (pro-rated or full?), and any equity (vested options, etc.). The contract or company policy should say. Ask for a short summary in writing: "On termination, I'm owed: [list]." If the company says "we'll pay accrued leave per policy," ask for a copy of the policy or a written summary. You don't want to discover at the end that "policy" means something different from what you assumed.

Non-compete, confidentiality, and IP

These clauses can limit where you work next and what you can say about your experience. Understand them before you sign.

Non-compete

Are you restricted from working for a competitor or in a similar role after you leave? For how long (e.g. 6 months, 1 year, 2 years)? In what geography (e.g. same city, same country, worldwide)? What counts as a "competitor"? In some places non-competes are limited or unenforceable (e.g. in California for most employees, or in certain jurisdictions in the EU). The contract may still contain the clause—and the company may still ask you to sign it—but it might not hold up in court. Ask what the company actually enforces: Do they pursue people who leave for competitors? Have they ever sued? If the clause is broad (e.g. 2 years, worldwide, any "competitive" role), understand the risk: even if it's unenforceable, it could discourage you or create uncertainty. If you're concerned, ask for a narrower clause (shorter duration, smaller geography, or only for specific roles) or get advice.

Confidentiality

What counts as "confidential" information? For how long must you keep it confidential after you leave? You need to be able to describe your role, your responsibilities, and your skills in your next job search—and in interviews and on your CV. The clause shouldn't prevent you from doing that in a normal way (e.g. "I was a product manager at X; I led the launch of Y") where the law allows. Ask HR or legal to confirm: Can I describe my role and experience in a normal way when job-hunting, without disclosing specific confidential data? If they won't put it in writing, at least get a verbal confirmation and note it. If the clause says "all information you learn" is confidential, push back or get advice—that can be overly broad.

IP assignment

Does the company claim rights to everything you create during employment—including on your own time? Some contracts say all inventions, ideas, and "work product" belong to the company, even if they're unrelated to your job. That can affect side projects, open-source contributions, or ideas you develop on weekends. Ask for carve-outs: (1) Pre-existing work you disclose in writing when you join—the company shouldn't get rights to that. (2) Inventions that are unrelated to the company's business and developed entirely on your own time without company resources—these should remain yours. Many companies accept these carve-outs; if they don't, understand the risk and consider getting advice.

BeforeYouSign can highlight these areas in your offer so you know exactly what to ask HR before you sign—and what to get in writing.