| name | assess-job-offer |
| description | Comprehensive analysis of employment offer packages including compensation, contract terms, and legal review |
| disable-model-invocation | true |
Configuration
Read .jobops/config.json. If missing, stop with:
JOBOPS NOT CONFIGURED
Run /jobops:setup to initialize your workspace.
Use config.directories.<key> for all file paths in this skill.
Use config.preferences.cultural_profile if this skill generates resume-style content.
Use config.preferences.default_jurisdiction if this skill has jurisdiction-sensitive logic (crisis/legal skills accept --jurisdiction=<ISO-3166-2> to override).
Jurisdiction Selection
Default: Ontario, Canada (ON)
Supported Jurisdictions:
- Canadian Provinces: ON, BC, AB, QC, MB, SK, NS, NB, NL, PE, NT, NU, YT
- United States: US or specific state codes (CA, NY, TX, WA, etc.)
Parse --jurisdiction=XX argument or detect from offer document's work location.
Important Disclaimers
CRITICAL: Read these disclaimers ALOUD to the user at session start:
- Not Legal Advice: This analysis is informational, not legal advice. For complex contract terms, restrictive covenants, or unusual provisions, recommend consultation with an employment lawyer.
- Jurisdiction Matters: Analysis adapts to specified jurisdiction. Verify the correct jurisdiction is selected.
- Negotiation is Normal: Most employment offers are negotiable. This analysis identifies negotiation opportunities.
- Time Sensitivity: Offers often have deadlines. Factor in time for review and negotiation.
- Verify All Claims: Employer representations should be verified; this analysis cannot confirm accuracy of stated benefits, equity values, or promises.
Modes of Operation
Parse arguments:
$1: Employment offer document (required)$2: Original job posting for comparison (optional)--jurisdiction=XX: Override default jurisdiction (province/state code)--counter-offer: Generate specific counter-proposal language and negotiation strategy
Canadian Provincial Employment Standards Reference
ONTARIO (ON) - Default
| Standard | Requirement |
|---|
| Governing Legislation | Employment Standards Act, 2000 (ESA) |
| Minimum Wage (2024) | $16.55/hr (general), $15.60/hr (students) |
| Overtime | 1.5x after 44 hrs/week |
| Vacation (Year 1-4) | 2 weeks (4% pay) |
| Vacation (5+ years) | 3 weeks (6% pay) |
| Public Holidays | 9 days |
| Termination Notice | 1-8 weeks based on tenure |
| Severance Pay | 1 week/year (5+ years, payroll >=$2.5M) |
| Probation Maximum | 3 months (ESA notice exempt) |
| Non-Compete | VOID for non-executives (Bill 27, Oct 2021) |
| Health Insurance | OHIP (provincial); extended benefits employer-provided |
BRITISH COLUMBIA (BC)
| Standard | Requirement |
|---|
| Governing Legislation | Employment Standards Act (BC) |
| Minimum Wage (2024) | $17.40/hr |
| Overtime | 1.5x after 8 hrs/day or 40 hrs/week; 2x after 12 hrs/day |
| Vacation (Year 1-4) | 2 weeks (4% pay) |
| Vacation (5+ years) | 3 weeks (6% pay) |
| Public Holidays | 10 days |
| Termination Notice | 1-8 weeks based on tenure |
| Severance Pay | No statutory severance (common law applies) |
| Probation Maximum | 3 months |
| Non-Compete | Enforceable if reasonable (courts scrutinize) |
| Health Insurance | MSP (provincial); extended benefits employer-provided |
ALBERTA (AB)
| Standard | Requirement |
|---|
| Governing Legislation | Employment Standards Code |
| Minimum Wage (2024) | $15.00/hr |
| Overtime | 1.5x after 8 hrs/day or 44 hrs/week |
| Vacation (Year 1-4) | 2 weeks (4% pay) |
| Vacation (5+ years) | 3 weeks (6% pay) |
| Public Holidays | 9 days |
| Termination Notice | 1-8 weeks based on tenure |
| Severance Pay | No statutory severance |
| Probation Maximum | 3 months |
| Non-Compete | Enforceable if reasonable |
| Health Insurance | Alberta Health Care; extended benefits employer-provided |
QUEBEC (QC)
| Standard | Requirement |
|---|
| Governing Legislation | Act Respecting Labour Standards (LSA) |
| Minimum Wage (2024) | $15.75/hr |
| Overtime | 1.5x after 40 hrs/week |
| Vacation (Year 1) | 2 weeks (4% pay) |
| Vacation (1-3 years) | 2 weeks (4% pay) |
| Vacation (3+ years) | 3 weeks (6% pay) |
| Public Holidays | 8 days (National Holiday + 7 statutory) |
| Termination Notice | 1-8 weeks based on tenure |
| Severance Pay | No statutory severance |
| Probation Maximum | No statutory limit (3 months common) |
| Non-Compete | Enforceable if reasonable; Civil Code Article 2089 |
| Health Insurance | RAMQ (provincial); extended benefits employer-provided |
| Language Requirements | French required in workplace (Bill 96) |
MANITOBA (MB)
| Standard | Requirement |
|---|
| Governing Legislation | Employment Standards Code |
| Minimum Wage (2024) | $15.30/hr |
| Overtime | 1.5x after 8 hrs/day or 40 hrs/week |
| Vacation (Year 1-4) | 2 weeks (4% pay) |
| Vacation (5+ years) | 3 weeks (6% pay) |
| Public Holidays | 8 days |
| Termination Notice | 1-8 weeks based on tenure |
| Severance Pay | No statutory severance |
| Probation Maximum | 30 days |
| Non-Compete | Enforceable if reasonable |
| Health Insurance | Manitoba Health; extended benefits employer-provided |
SASKATCHEWAN (SK)
| Standard | Requirement |
|---|
| Governing Legislation | Saskatchewan Employment Act |
| Minimum Wage (2024) | $14.00/hr |
| Overtime | 1.5x after 8 hrs/day or 40 hrs/week |
| Vacation (Year 1-9) | 3 weeks (3/52 pay) |
| Vacation (10+ years) | 4 weeks (4/52 pay) |
| Public Holidays | 10 days |
| Termination Notice | 1-8 weeks based on tenure |
| Severance Pay | No statutory severance |
| Probation Maximum | No statutory limit |
| Non-Compete | Enforceable if reasonable |
| Health Insurance | Saskatchewan Health; extended benefits employer-provided |
NOVA SCOTIA (NS)
| Standard | Requirement |
|---|
| Governing Legislation | Labour Standards Code |
| Minimum Wage (2024) | $15.20/hr |
| Overtime | 1.5x after 48 hrs/week |
| Vacation (Year 1-7) | 2 weeks (4% pay) |
| Vacation (8+ years) | 3 weeks (6% pay) |
| Public Holidays | 6 days |
| Termination Notice | 1-8 weeks based on tenure |
| Severance Pay | No statutory severance |
| Probation Maximum | No statutory limit |
| Non-Compete | Enforceable if reasonable |
| Health Insurance | MSI (provincial); extended benefits employer-provided |
NEW BRUNSWICK (NB)
| Standard | Requirement |
|---|
| Governing Legislation | Employment Standards Act |
| Minimum Wage (2024) | $15.30/hr |
| Overtime | 1.5x after 44 hrs/week |
| Vacation (Year 1-7) | 2 weeks (4% pay) |
| Vacation (8+ years) | 3 weeks (6% pay) |
| Public Holidays | 8 days |
| Termination Notice | 2-4 weeks based on tenure |
| Severance Pay | No statutory severance |
| Probation Maximum | 6 months |
| Non-Compete | Enforceable if reasonable |
| Health Insurance | Medicare (provincial); extended benefits employer-provided |
NEWFOUNDLAND & LABRADOR (NL)
| Standard | Requirement |
|---|
| Governing Legislation | Labour Standards Act |
| Minimum Wage (2024) | $15.60/hr |
| Overtime | 1.5x after 40 hrs/week |
| Vacation (Year 1-14) | 2 weeks (4% pay) |
| Vacation (15+ years) | 3 weeks (6% pay) |
| Public Holidays | 6 days |
| Termination Notice | 1-2 weeks based on tenure |
| Severance Pay | No statutory severance |
| Probation Maximum | 3 months |
| Non-Compete | Enforceable if reasonable |
| Health Insurance | MCP (provincial); extended benefits employer-provided |
PRINCE EDWARD ISLAND (PE)
| Standard | Requirement |
|---|
| Governing Legislation | Employment Standards Act |
| Minimum Wage (2024) | $15.40/hr |
| Overtime | 1.5x after 48 hrs/week |
| Vacation (Year 1-7) | 2 weeks (4% pay) |
| Vacation (8+ years) | 3 weeks (6% pay) |
| Public Holidays | 6 days |
| Termination Notice | 2-8 weeks based on tenure |
| Severance Pay | No statutory severance |
| Probation Maximum | 6 months |
| Non-Compete | Enforceable if reasonable |
| Health Insurance | PEI Health; extended benefits employer-provided |
TERRITORIES (NT, NU, YT)
| Standard | NT | NU | YT |
|---|
| Minimum Wage (2024) | $16.05/hr | $19.00/hr | $17.59/hr |
| Overtime | 1.5x after 8 hrs/day | 1.5x after 8 hrs/day | 1.5x after 8 hrs/day |
| Vacation | 2 weeks (4%) | 2 weeks (4%) | 2 weeks (4%) |
| Termination | 2 weeks after 90 days | 2 weeks after 90 days | 1-2 weeks |
| Non-Compete | Enforceable if reasonable | Enforceable if reasonable | Enforceable if reasonable |
United States Employment Law Reference
Federal Baseline (US)
| Standard | Requirement |
|---|
| At-Will Employment | Default in all states except Montana; can terminate for any legal reason |
| Minimum Wage (Federal) | $7.25/hr (many states higher) |
| Overtime (FLSA) | 1.5x after 40 hrs/week for non-exempt |
| Vacation | No federal requirement |
| Termination Notice | None required (except WARN Act for mass layoffs) |
| Non-Compete | State-specific (see below) |
| Health Insurance | No universal coverage; employer-provided or ACA marketplace |
State Non-Compete Status (Key States)
NON-COMPETES BANNED/SEVERELY RESTRICTED:
| State | Status |
|---|
| California (CA) | BANNED - Void and unenforceable (Business & Professions Code S16600) |
| Minnesota (MN) | BANNED - As of July 2023 |
| North Dakota (ND) | BANNED - Generally void |
| Oklahoma (OK) | BANNED - Generally void (limited exceptions) |
| Colorado (CO) | BANNED for most workers - Only for highly compensated (>$123K) |
| Washington (WA) | BANNED for workers <$116K - Restricted duration |
| Oregon (OR) | BANNED for workers <$113K - Max 18 months |
| Illinois (IL) | BANNED for workers <$75K |
| Maine (ME) | BANNED for workers <$54K |
| Maryland (MD) | BANNED for workers <$15/hr or $31K |
| New Hampshire (NH) | BANNED for workers <2x minimum wage |
| Rhode Island (RI) | BANNED for various low-wage workers |
| Virginia (VA) | BANNED for low-wage workers |
| Washington DC | BANNED - As of October 2022 |
NON-COMPETES ENFORCEABLE (with scrutiny):
| State | Notes |
|---|
| Texas (TX) | Enforceable if reasonable; consideration required |
| New York (NY) | Enforceable; courts apply reasonableness test |
| Florida (FL) | Enforceable; employer-friendly state |
| Georgia (GA) | Enforceable with restrictions |
| Massachusetts (MA) | Enforceable with garden leave or consideration requirements |
| Pennsylvania (PA) | Enforceable if reasonable |
State-Specific Considerations
CALIFORNIA (CA):
- Non-competes completely void
- Strong employee protections
- WARN Act: 60 days notice for mass layoffs (100+ employees)
- Meal/rest break requirements strictly enforced
- Expense reimbursement required
NEW YORK (NY):
- Non-competes enforceable but scrutinized
- NYC specific: salary history ban, predictive scheduling (some industries)
- Strong whistleblower protections
- No non-compete for broadcast employees
TEXAS (TX):
- Non-competes enforceable if reasonable
- At-will employment strongly enforced
- Consideration/confidential info access required for enforceability
- No state income tax (affects compensation comparison)
WASHINGTON (WA):
- Non-competes banned for employees earning <$116,593 (2024)
- Maximum duration: 18 months
- Garden leave may be required
- Employer must disclose non-compete before acceptance
MASSACHUSETTS (MA):
- Non-competes enforceable but restricted
- Garden leave or mutually agreed consideration required
- Max 12 months duration
- Must be provided with initial offer or 10 days before start
Input Documents
Primary Document ($1):
- Formal offer letter
- Employment agreement/contract
- Offer package summary
- Term sheet
Optional Comparison Document ($2):
- Original job posting
- Job description provided during interviews
- Recruiter communications about role
Automatically Load:
{config.directories.resume_source}/Identity/CurrentRole.md and {config.directories.resume_source}/WorkHistory/*.md for career context (tenure, current role, scope){config.directories.resume_source}/Preferences/Vision.md for personal goals/constraints{config.directories.resume_source}/Preferences/Anti-Vision.md for deal-breakers
Do NOT load candidate_profile.json — that artifact is removed in v2.2.0. If required source files are missing, prompt the user to run /jobops:audit-source.
Phase 1: Document Parsing & Term Extraction
1.1 Determine Jurisdiction
- Check for
--jurisdiction=XX argument
- If not specified, detect from offer document's work location
- Default to Ontario (ON) if unable to determine
JURISDICTION DETERMINATION
==========================
| Source | Value |
|--------|-------|
| Argument | [--jurisdiction value or N/A] |
| Work Location | [City, Province/State from offer] |
| Selected Jurisdiction | [Final jurisdiction code] |
| Governing Law Clause | [If specified in contract] |
1.2 Load and Parse Offer
@$1
Extract document metadata:
OFFER METADATA
==============
| Field | Value |
|-------|-------|
| Company | [Employer name] |
| Position | [Job title] |
| Department | [If specified] |
| Reporting To | [Manager title/name] |
| Location | [Work location] |
| Start Date | [Proposed start] |
| Offer Date | [When presented] |
| Expiration | [Response deadline] |
| Document Type | [Offer letter/Employment contract/Both] |
| Jurisdiction | [Province/State] |
1.3 Extract Compensation Terms
COMPENSATION PACKAGE
====================
BASE COMPENSATION:
| Component | Value | Notes |
|-----------|-------|-------|
| Base Salary | $XXX,XXX | [Annual/Monthly] |
| Pay Frequency | [Bi-weekly/Semi-monthly/Monthly] | |
| Currency | [CAD/USD] | |
VARIABLE COMPENSATION:
| Component | Target | Range | Timing | Notes |
|-----------|--------|-------|--------|-------|
| Annual Bonus | X% of base | X-Y% | [When paid] | [Discretionary/Formulaic] |
| Signing Bonus | $XXX | | [Payment schedule] | [Clawback terms] |
| Commission | $XXX target | | [Structure] | |
| Profit Sharing | X% | | [Eligibility] | |
EQUITY COMPENSATION:
| Component | Value/Shares | Vesting | Notes |
|-----------|--------------|---------|-------|
| Stock Options | XXX shares | [Schedule] | [Strike price, type] |
| RSUs | XXX shares | [Schedule] | [Grant date, refresh] |
| ESPP | X% discount | [Purchase period] | [Contribution limit] |
| Phantom Stock | $XXX | [Vesting] | |
TOTAL COMPENSATION (Year 1 Estimate):
| Component | Value |
|-----------|-------|
| Base Salary | $XXX,XXX |
| Target Bonus | $XXX,XXX |
| Signing Bonus | $XXX,XXX |
| Equity (Year 1 Value) | $XXX,XXX |
| TOTAL YEAR 1 | $XXX,XXX |
1.4 Extract Benefits Package
BENEFITS PACKAGE
================
HEALTH & INSURANCE:
| Benefit | Coverage | Employee Cost | Notes |
|---------|----------|---------------|-------|
| Medical/Health | [Plan type] | $X/month | [Waiting period] |
| Dental | [Plan type] | $X/month | |
| Vision | [Plan type] | $X/month | |
| Life Insurance | Xx salary | [Included/Cost] | |
| AD&D | Xx salary | [Included/Cost] | |
| Short-Term Disability | X% salary | [Included/Cost] | [Waiting period] |
| Long-Term Disability | X% salary | [Included/Cost] | |
| HSA/FSA (US) or HSA/WSA (Canada) | $X/year | | |
RETIREMENT:
| Benefit | Employer Contribution | Employee Contribution | Notes |
|---------|----------------------|----------------------|-------|
| RRSP/401(k) Matching | X% up to Y% of salary | [Voluntary] | [Vesting] |
| DPSP/Profit Sharing | X% of salary | N/A | [Vesting] |
| Pension Plan | [Defined benefit/contribution] | [Employee %] | [Details] |
TIME OFF:
| Benefit | Amount | Jurisdiction Minimum | Notes |
|---------|--------|---------------------|-------|
| Vacation | X weeks/days | [Per jurisdiction table] | [Accrual method] |
| Personal Days | X days | | |
| Sick Leave | X days | [If statutory] | [Carryover policy] |
| Public/Statutory Holidays | X days | [Per jurisdiction] | |
| Parental Leave Top-Up | X weeks at Y% | [EI/FMLA top-up] | |
| Bereavement | X days | | |
OTHER PERKS:
| Perk | Value | Notes |
|------|-------|-------|
| Remote Work | [Policy] | [X days/week, full remote] |
| Professional Development | $X/year | |
| Tuition Reimbursement | $X/year | [Conditions] |
| Phone/Internet Allowance | $X/month | |
| Parking/Transit | $X/month | |
| Gym/Wellness | $X/month or membership | |
| Equipment | [Laptop, monitors, etc.] | |
1.5 Extract Employment Terms
EMPLOYMENT TERMS
================
ROLE DEFINITION:
| Element | Terms |
|---------|-------|
| Job Title | [Title] |
| Employment Type | [Full-time/Part-time/Contract] |
| Classification | [Employee/Contractor] |
| Exempt Status | [Overtime eligible/exempt] |
| Work Hours | [X hours/week, schedule] |
| Location | [Office/Remote/Hybrid] |
| Travel | [X% expected travel] |
| Reports To | [Title] |
PROBATION & REVIEW:
| Element | Contract Terms | Jurisdiction Maximum | Notes |
|---------|---------------|---------------------|-------|
| Probationary Period | X months | [Per jurisdiction] | |
| Performance Review | [Frequency] | | |
| Salary Review | [Frequency] | | |
START CONDITIONS:
| Element | Requirement | Status |
|---------|-------------|--------|
| Background Check | [Yes/No] | [Type] |
| Reference Check | [Yes/No] | |
| Drug Screening | [Yes/No] | |
| Work Authorization | [Citizen/PR/Work Permit/Visa] | |
| Start Date | [Date] | [Flexibility] |
1.6 Extract Restrictive Covenants & Legal Terms
RESTRICTIVE COVENANTS
=====================
NON-COMPETE:
| Element | Terms | Jurisdiction Assessment |
|---------|-------|------------------------|
| Present | [Yes/No] | |
| Duration | [X months/years] | [Enforceable status per jurisdiction] |
| Geographic Scope | [Description] | |
| Industry Scope | [Description] | |
| Exceptions | [If any] | |
| Consideration | [What employee receives] | |
NON-COMPETE ENFORCEABILITY (Per Selected Jurisdiction):
[Insert jurisdiction-specific analysis from reference tables above]
NON-SOLICITATION:
| Element | Terms | Assessment |
|---------|-------|------------|
| Employee Non-Solicit | [Duration, scope] | [Reasonable/Excessive] |
| Customer Non-Solicit | [Duration, scope] | [Reasonable/Excessive] |
| Scope Definition | [Who is covered] | |
Note: Non-solicitation clauses are generally more enforceable than non-competes across jurisdictions.
CONFIDENTIALITY/NDA:
| Element | Terms | Assessment |
|---------|-------|------------|
| Duration | [X years/Perpetual] | |
| Scope | [Definition of confidential info] | |
| Exceptions | [Standard carve-outs] | |
| Return of Materials | [Requirements] | |
INTELLECTUAL PROPERTY:
| Element | Terms | Concern Level |
|---------|-------|---------------|
| Work Product Assignment | [Scope] | |
| Prior Inventions | [Exclusion process] | |
| Moral Rights Waiver | [Yes/No] | [Standard in Canada; N/A in US] |
| Personal Projects | [Policy] | |
| Open Source | [Policy] | |
| Side Work | [Permitted/Prohibited/Approval] | |
1.7 Extract Termination Provisions
TERMINATION PROVISIONS
======================
| Provision | Contract Terms | Statutory Minimum | Common Law/At-Will | Assessment |
|-----------|---------------|-------------------|-------------------|------------|
| Probation Termination | [Terms] | [Per jurisdiction] | [If applicable] | [Compliant/Risk] |
| Without Cause Notice | [X weeks/months] | [Per jurisdiction table] | [Estimate] | [Compliant/Risk] |
| Severance Pay | [Terms] | [Per jurisdiction] | N/A | [Compliant/Risk] |
| Benefits on Termination | [Terms] | [Through notice] | [Reasonable period] | [Compliant/Risk] |
| Just Cause Definition | [Terms] | [Standard] | [Common law standard] | [Compliant/Risk] |
JURISDICTION-SPECIFIC TERMINATION ANALYSIS:
[Insert termination notice table for selected jurisdiction]
TERMINATION CLAUSE VALIDITY CHECK:
For Canadian Jurisdictions:
Courts strictly scrutinize termination clauses. A clause may be VOID if it:
If termination clause is void -> Employee entitled to common law reasonable notice (typically 1 month/year, up to 24 months based on Bardal factors)
For US Jurisdictions:
- At-will employment is default - employer can terminate for any legal reason
- Exceptions: implied contract, public policy violations, discrimination
- WARN Act: 60-day notice for mass layoffs (100+ employees)
- Some states have additional protections (Montana: just cause after probation)
Phase 2: Market Research & Compensation Analysis
2.1 Conduct Compensation Research
Use web search to research:
- Salary ranges for position + location + experience level
- Industry-specific compensation data
- Company-specific salary data (Glassdoor, Levels.fyi, Blind)
- Total compensation benchmarks including equity and benefits
- Signing bonus norms for role/level
- Bonus target percentages for similar positions
- Cost of living adjustments for location
COMPENSATION MARKET ANALYSIS
============================
SALARY BENCHMARKING:
| Source | Range | Median | Your Offer | Percentile |
|--------|-------|--------|------------|------------|
| Glassdoor | $X - $Y | $Z | $XXX | Xth |
| LinkedIn Salary | $X - $Y | $Z | $XXX | Xth |
| Levels.fyi | $X - $Y | $Z | $XXX | Xth |
| Payscale | $X - $Y | $Z | $XXX | Xth |
| Industry Report | $X - $Y | $Z | $XXX | Xth |
TOTAL COMPENSATION COMPARISON:
| Component | Market Median | Your Offer | Delta |
|-----------|---------------|------------|-------|
| Base Salary | $XXX | $XXX | +/-X% |
| Target Bonus | $XXX | $XXX | +/-X% |
| Equity (Annual) | $XXX | $XXX | +/-X% |
| TOTAL COMP | $XXX | $XXX | +/-X% |
MARKET ASSESSMENT:
- Base Salary: [Below/At/Above Market] - [Xth percentile]
- Total Compensation: [Below/At/Above Market] - [Xth percentile]
- Benefits Package: [Below/At/Above Market]
- Equity: [Below/At/Above Market for stage/size]
COST OF LIVING ADJUSTMENT:
- Location: [City, Province/State]
- COL Index vs. National Average: [X%]
- Adjusted Market Rate: $XXX
TAX JURISDICTION IMPACT (if relevant):
- Provincial/State Income Tax Rate: [X%]
- After-Tax Equivalent: $XXX
2.2 Role Alignment Analysis
If job posting provided ($2), compare:
@$2
ROLE ALIGNMENT ANALYSIS
=======================
TITLE COMPARISON:
| Element | Posted | Offered | Match |
|---------|--------|---------|-------|
| Job Title | [Posted title] | [Offered title] | [Yes/No/Different] |
| Level/Seniority | [Posted] | [Offered] | [Yes/No] |
| Department | [Posted] | [Offered] | [Yes/No] |
RESPONSIBILITIES COMPARISON:
| Posted Responsibility | In Offer/Contract | Notes |
|----------------------|-------------------|-------|
| [Responsibility 1] | [Yes/No/Modified] | [Differences] |
| [Responsibility 2] | [Yes/No/Modified] | [Differences] |
| [Responsibility 3] | [Yes/No/Modified] | [Differences] |
SCOPE CHANGES:
| Element | Posted | Offered | Concern |
|---------|--------|---------|---------|
| Team Size | [X] | [Y] | [Larger/Smaller/Same] |
| Budget | [X] | [Y] | [Larger/Smaller/Same] |
| Scope | [Description] | [Description] | [Expanded/Reduced/Same] |
BAIT-AND-SWITCH INDICATORS:
[ ] Title downgrade from posted position
[ ] Reduced scope/responsibility from interview discussions
[ ] Lower level than discussed
[ ] Different department or reporting structure
[ ] Commission/bonus structure differs from verbal discussion
[ ] Remote work policy differs from job posting
Phase 3: Personal Alignment Analysis
3.1 Load Personal Preferences
Check for and load:
{config.directories.resume_source}/Preferences/Vision.md{config.directories.resume_source}/Preferences/Anti-Vision.md{config.directories.resume_source}/Identity/CurrentRole.md and most-recent {config.directories.resume_source}/WorkHistory/*.md for career-context inputs (do NOT load candidate_profile.json — removed in v2.2.0)
PERSONAL ALIGNMENT ANALYSIS
===========================
VISION ALIGNMENT (from Vision.md):
| Preference | Your Vision | This Offer | Alignment |
|------------|-------------|------------|-----------|
| Target Role | [Your ideal] | [Offered] | [Y/N/Partial] |
| Industry | [Target] | [Company industry] | [Y/N/Partial] |
| Company Size | [Preference] | [Actual] | [Y/N/Partial] |
| Work Arrangement | [Preference] | [Offered] | [Y/N/Partial] |
| Travel | [Tolerance] | [Required] | [Y/N/Partial] |
| Compensation Target | [Your target] | [Offered] | [Y/N/Partial] |
| Growth Opportunity | [Goals] | [Assessment] | [Y/N/Partial] |
ANTI-VISION CHECK (Deal-Breakers from Anti-Vision.md):
| Deal-Breaker | This Offer | Status |
|--------------|------------|--------|
| [Deal-breaker 1] | [Present/Absent] | [ALERT / Clear] |
| [Deal-breaker 2] | [Present/Absent] | [ALERT / Clear] |
| [Deal-breaker 3] | [Present/Absent] | [ALERT / Clear] |
COMPENSATION VS. TARGETS (from preferences):
| Target | Your Requirement | Offered | Status |
|--------|-----------------|---------|--------|
| Minimum Salary | $XXX | $XXX | [Met/Unmet] |
| Target Salary | $XXX | $XXX | [Met/Unmet] |
| Ideal Salary | $XXX | $XXX | [Met/Unmet] |
| Minimum Vacation | X weeks | X weeks | [Met/Unmet] |
| Benefits (Required) | [List] | [Offered] | [Met/Unmet] |
Phase 4: Jurisdiction-Specific Legal Analysis
4.1 Employment Standards Compliance
Apply the appropriate jurisdiction's employment standards from the reference tables above:
EMPLOYMENT STANDARDS COMPLIANCE CHECK
=====================================
Jurisdiction: [Selected Province/State]
Governing Legislation: [Name of Act]
MINIMUM STANDARDS VERIFICATION:
| Standard | Statutory Minimum | Contract Terms | Compliant |
|----------|-------------------|----------------|-----------|
| Minimum Wage | $X.XX/hr | [Implied from salary] | [Yes/N/A] |
| Hours of Work | [Per jurisdiction] | [Contract terms] | [Yes/No/Exempt] |
| Overtime | [Per jurisdiction] | [Contract terms] | [Yes/No/Exempt] |
| Vacation | [Per jurisdiction] | [Offered] | [Yes/No] |
| Public Holidays | [Per jurisdiction] | [Contract terms] | [Yes/No] |
| Termination Notice | [Per jurisdiction] | [Contract terms] | [Verify] |
| Severance | [Per jurisdiction] | [Contract terms] | [Verify] |
OVERTIME EXEMPTION CHECK (if applicable):
[Jurisdiction-specific exemption criteria]
4.2 Non-Compete Analysis (Jurisdiction-Specific)
NON-COMPETE ENFORCEABILITY ANALYSIS
===================================
Jurisdiction: [Selected Province/State]
STATUS IN THIS JURISDICTION:
[Pull from reference tables - BANNED/RESTRICTED/ENFORCEABLE]
ANALYSIS:
[Detailed jurisdiction-specific analysis]
YOUR SITUATION:
[ ] NO non-compete in offer - Not applicable
[ ] Non-compete present - [Enforceability assessment per jurisdiction]
[ ] Recommend removal/modification - [If in restricted jurisdiction]
[ ] Enforceable - review scope for reasonableness [If in enforcing jurisdiction]
IF EMPLOYER INSISTS ON NON-COMPETE IN RESTRICTED JURISDICTION:
1. Point out applicable law
2. Request removal from agreement
3. If they refuse, consider employer's legal sophistication
4. May indicate problematic employer behavior
4.3 IP Assignment Analysis
INTELLECTUAL PROPERTY ANALYSIS
==============================
ASSIGNMENT SCOPE:
| Element | Contract Terms | Assessment |
|---------|----------------|------------|
| Work Product | [Scope of assignment] | [Standard/Broad/Excessive] |
| Prior Inventions | [Disclosure/Exclusion process] | [Clear/Unclear] |
| Future Inventions | [Scope] | [Related work only/All inventions] |
| Personal Time Work | [Included/Excluded] | [Concern if included] |
| Open Source Contributions | [Policy] | [Permitted/Restricted/Silent] |
| Moral Rights | [Waiver requested] | [Standard in Canada; N/A US] |
CONCERN AREAS:
[ ] Assigns ALL inventions (not just work-related)
[ ] Includes work done on personal time/equipment
[ ] No process to exclude prior inventions
[ ] Overly broad "related to business" language
[ ] Restricts participation in open source
[ ] Affects personal projects or side work
[ ] Perpetual assignment beyond employment
RECOMMENDATIONS:
[Specific suggestions for narrowing scope if needed]
Phase 5: Red Flag Assessment
RED FLAG SUMMARY
================
CRITICAL RED FLAGS (Potential Deal-Breakers):
| Issue | Details | Recommendation |
|-------|---------|----------------|
| [Issue] | [Specifics] | [Action] |
SIGNIFICANT CONCERNS (Strong Negotiation Points):
| Issue | Details | Recommendation |
|-------|---------|----------------|
| [Issue] | [Specifics] | [Action] |
MINOR ISSUES (Worth Addressing):
| Issue | Details | Recommendation |
|-------|---------|----------------|
| [Issue] | [Specifics] | [Action] |
POSITIVE ELEMENTS:
| Element | Details |
|---------|---------|
| [Positive] | [Why this is good] |
Phase 6: Counter-Offer Strategy (--counter-offer mode)
6.1 Negotiation Priorities
NEGOTIATION PRIORITY MATRIX
===========================
HIGH PRIORITY (Significant Impact):
| Element | Current | Target | Rationale | Strategy |
|---------|---------|--------|-----------|----------|
| Base Salary | $XXX | $XXX | [Market data] | [Approach] |
| [Element 2] | [Current] | [Target] | [Rationale] | [Approach] |
MEDIUM PRIORITY (Worth Asking):
| Element | Current | Target | Rationale | Strategy |
|---------|---------|--------|-----------|----------|
| [Element] | [Current] | [Target] | [Rationale] | [Approach] |
LOW PRIORITY (Nice to Have):
| Element | Current | Target | Rationale |
|---------|---------|--------|-----------|
| [Element] | [Current] | [Target] | [Rationale] |
6.2 Counter-Offer Script
COUNTER-OFFER LANGUAGE
======================
OPENING:
"Thank you for the offer. I'm excited about the opportunity to join [Company] as [Title].
I've reviewed the offer carefully and would like to discuss a few items before accepting."
PRIORITY 1 - [ELEMENT]:
Current: [Current terms]
Request: [Your ask]
Language: "[Specific language to use]"
Justification: "[Why this is reasonable - market data, your value, etc.]"
Fallback: "[Alternative if they can't meet primary ask]"
PRIORITY 2 - [ELEMENT]:
Current: [Current terms]
Request: [Your ask]
Language: "[Specific language to use]"
Justification: "[Why this is reasonable]"
Fallback: "[Alternative]"
PRIORITY 3 - [ELEMENT]:
Current: [Current terms]
Request: [Your ask]
Language: "[Specific language to use]"
Justification: "[Why this is reasonable]"
Fallback: "[Alternative]"
NON-FINANCIAL REQUESTS:
- [Contract modification 1]: "[Specific language change]"
- [Contract modification 2]: "[Specific language change]"
CLOSING:
"I'm confident we can find terms that work for both of us. I'm committed to contributing
to [Company]'s success and look forward to your thoughts on these items."
6.3 What's Typically Negotiable
NEGOTIABILITY GUIDE
===================
ALMOST ALWAYS NEGOTIABLE:
- Base salary (within range)
- Signing bonus
- Start date
- Vacation days (especially for experienced hires)
- Title
- Remote work arrangement
OFTEN NEGOTIABLE:
- Equity grant size
- Bonus target percentage
- Relocation assistance
- Professional development budget
- Accelerated review timeline
- Severance terms
SOMETIMES NEGOTIABLE:
- Vesting schedule
- Non-compete scope/removal
- Restrictive covenant modifications
- IP assignment scope
- Notice period
RARELY NEGOTIABLE:
- Benefits plan design (company-wide)
- Standard contract boilerplate
- Commission structure (if standard)
- Expense policy
Phase 7: Final Assessment & Recommendations
OVERALL ASSESSMENT
==================
SCORE SUMMARY:
| Category | Score | Weight | Weighted |
|----------|-------|--------|----------|
| Compensation Competitiveness | X/10 | 30% | X.X |
| Role Alignment | X/10 | 20% | X.X |
| Benefits Package | X/10 | 15% | X.X |
| Contract Terms | X/10 | 15% | X.X |
| Personal Alignment | X/10 | 10% | X.X |
| Growth Potential | X/10 | 10% | X.X |
| OVERALL SCORE | | | X.X/10 |
INTERPRETATION:
- 8.0-10.0: Excellent offer - minor negotiation only
- 6.5-7.9: Good offer - standard negotiation recommended
- 5.0-6.4: Fair offer - significant negotiation needed
- Below 5.0: Below market - reconsider or negotiate heavily
RECOMMENDATION:
[ ] ACCEPT - Strong offer aligned with goals
[ ] ACCEPT WITH NEGOTIATION - Good foundation, improve specific terms
[ ] NEGOTIATE SIGNIFICANTLY - Material gaps need addressing
[ ] PROCEED WITH CAUTION - Red flags require resolution
[ ] DECLINE - Fundamental misalignment or deal-breakers present
Phase 8: Output Deliverables
8.1 Save Comprehensive Analysis
Save to: {config.directories.crisis_management}/offer_assessment_{YYYYMMDD}_{Company}.md
---
offer_file: [path]
job_posting_file: [path if provided]
company: [company name]
position: [job title]
generated_by: /assess-job-offer
generated_on: [ISO8601 timestamp]
jurisdiction: [Province/State, Country]
total_compensation_year1: $XXX,XXX
overall_score: X.X/10
recommendation: [Accept/Negotiate/Decline]
---
# Employment Offer Analysis
## [Company] - [Position]
## Analysis Date: [Date]
## Jurisdiction: [Province/State]
---
## Executive Summary
[2-3 paragraph summary of offer quality, key strengths, key concerns, and recommendation]
**Overall Score**: X.X/10
**Recommendation**: [Primary recommendation]
**Key Action Items**:
1. [Action 1]
2. [Action 2]
3. [Action 3]
---
[Full analysis sections as generated above]
---
## Quick Reference Card
**Offer Deadline**: [Date]
**Total Year 1 Compensation**: $XXX,XXX
**Market Percentile**: Xth percentile
**Jurisdiction**: [Province/State]
**Top 3 Strengths**:
1. [Strength 1]
2. [Strength 2]
3. [Strength 3]
**Top 3 Negotiation Priorities**:
1. [Priority 1]: Ask for [X]
2. [Priority 2]: Ask for [X]
3. [Priority 3]: Ask for [X]
**Legal Items Requiring Attention**:
- [Item 1]
- [Item 2]
---
## Appendix: [Jurisdiction] Employment Law Quick Reference
[Insert jurisdiction-specific quick reference from tables above]
Session Start
Begin by:
- Determining jurisdiction from
--jurisdiction argument or offer document
- Reading the provided offer document (
$1)
- Delivering the disclaimers ALOUD
- Loading job posting if provided (
$2)
- Loading personal preferences (Vision.md, Anti-Vision.md)
- Parsing all terms and provisions
- Conducting market research for compensation benchmarking
- Performing jurisdiction-specific legal analysis
- Checking personal alignment
- Identifying red flags
- If
--counter-offer: Generating negotiation strategy
- Providing overall assessment and recommendations
- Saving comprehensive analysis report
Now executing Employment Offer Analysis...
