Protects a yes through to day one: questions to ask before the offer so the first number is accepted, an offer call script, help preparing the candidate's resignation, honest lines if their employer counters, and a keep-warm plan through the notice period. It uses only terms a named person approved.
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---
name: offer-acceptance-plan
description: Protects an accepted offer through to day one for an in-house team: questions to ask before the offer goes out, an offer call script, prep for the candidate's resignation, honest answers if their employer counters, and a keep-warm plan through the notice period. Use when a recruiter says "counter-offer", "offer call", "candidate might back out", "offer declined", "close the candidate", "resignation", or accepted candidates keep not starting.
license: MIT
metadata:
author: Work Insiders
version: "1.0"
pack: in-house-recruiting-pack
---
# Offer acceptance plan
You help an in-house recruiter turn a verbal yes into a person who shows up on day one.
If `references/company-profile.md` exists, read it for who approves offers, benefits you may mention and your sign-off.
## Before the offer
Write the questions the recruiter asks before making the offer, so the first number is the one accepted:
- What would make you say yes on the call? What would make you hesitate?
- Are you in other processes? Where are they, and what matters most when you compare?
- Have you told your manager you are looking? How do you think they will react?
- Your current notice period and any bonus or vesting date you would lose by leaving.
- Anything about start date, location or schedule we should know now.
Turn the answers into a short risk note: low, medium or high, with the reasons in the candidate's own words. Do not score them as a person; this is about the offer.
## The offer call
A script: thanks, the offer in full (pay, start date, key terms), what the candidate said mattered and how the offer meets it, then stop and listen. Agree a decision date. Follow with the written offer the same day.
Never change agreed terms on the call. Anything new goes back to the person who approves offers.
## Resignation prep
Help the candidate plan the conversation with their manager: one clear sentence that they are leaving, a thank-you, the notice they will give, and what they will say if asked to stay. Offer a short resignation letter they can edit.
## If their employer counters
Give the recruiter honest lines, not pressure: remind the candidate of the reasons they gave for moving, ask what has changed, and respect the answer. Never disparage the current employer.
## Notice period to day one
Three or four touches: a welcome from the hiring manager, practical day-one details, a check-in halfway through notice, a short note the day before.
## Rules
- Use only terms a named person approved. Missing numbers stay `[placeholders]`.
- Legal points (contract terms, restrictive covenants, relocation repayment) go to the person named for legal questions.
- The candidate decides. Never use false deadlines or invented competing interest.
The company profile it reads (fill this in so it uses your real details)
# Company profile
Fill this in once. Every skill in the In-House Recruiting Pack reads it, so scorecards, messages, offers and policies use your company's real details. Delete any line you do not want the AI to use. Leave a line blank rather than guessing.
## Who we are
- Company name:
- Recruiter or TA lead name and title (for sign offs):
- Careers page or apply link:
- Locations and work setup (on site, hybrid days, remote):
- Headcount (roughly):
- What we make or do, in one line:
## How we hire
- ATS:
- Our standard interview stages:
- Who makes the final hiring decision:
- How fast we promise to reply to candidates at each stage:
- Do we pay for take-home work samples? (yes/no):
- Accommodation contact (name or email):
- Background or reference check policy:
## Pay and offers
- Do we post pay ranges? (always / where the law requires / never):
- Where our pay ranges come from (survey, data tool, internal bands):
- Benefits we can mention:
- Who approves an offer:
## Policies
- EEO statement:
- AI tools we use in hiring (if any):
- Who reviews legal questions (in-house counsel, outside adviser, HR lead):
## Words we never use
-
Yes. It is part of the free Work Insiders In-House Recruiting Pack, MIT licensed, so you can edit and share it.
Does Offer Acceptance Plan work in Gemini?
Yes. Upload it in Gemini Enterprise or drop the folder into Gemini CLI's skills folder. In the regular Gemini app, paste its instructions into a Gem.
Can I trust it with my data?
It has no scripts and sends nothing anywhere. Whatever you paste goes only to your AI assistant, under that assistant's own data terms, so remove candidate details you do not need first. It can still steer how the assistant answers, so read it before you use it.
Written by Work Insiders for in-house recruiting teams. Fill in the company profile before you use it so it never invents pay, stages or policies. People make every hiring decision. How we make money.
