In today’s competitive job market, clear communication between employers and potential employees is more crucial than ever. Whether you’re a small business owner looking to bring on your first employee or an HR manager at a growing company, knowing how to properly craft a Letter of Intent to Hire can save you time, prevent misunderstandings, and help secure top talent.
I’ve spent over a decade in HR and recruitment, and I’ve seen firsthand how a well-written Letter of Intent to Hire can make all the difference in the hiring process. It’s that critical document that bridges the gap between verbal discussions and a formal employment contract—setting expectations clearly while giving both parties room to finalize details.
In this comprehensive guide, I’ll walk you through everything you need to know about Letters of Intent to Hire—from what they are and when to use them, to a step-by-step process for writing one that protects your interests while appealing to candidates. Plus, I’ll share some real-world templates you can adapt for your specific hiring needs.
Let’s dive in and demystify this important hiring document together.
What is a Letter of Intent to Hire?
A Letter of Intent to Hire (LOI) is a formal document that outlines the preliminary understanding between an employer and a potential employee. It serves as a bridge between initial job discussions and a final employment contract. While similar to an offer letter in many ways, a Letter of Intent to Hire typically focuses more on expressing the employer’s intention to move forward with hiring a candidate, while outlining the basic terms and conditions of the proposed employment relationship.
In my experience working with dozens of companies on their hiring processes, I’ve found that Letters of Intent are particularly valuable when you’ve identified a promising candidate but need additional time to finalize the formal employment agreement. They signal serious interest while providing both parties with a clear framework for continued discussions.
📄 Download Free Letter of Intent to Hire (Word Doc)
Purpose & Legal Status
It’s important to understand that a Letter of Intent to Hire is generally non-binding unless explicitly stated otherwise. Think of it as a “blueprint” for negotiation rather than a final contract. The primary purposes of an LOI include:
- Demonstrating serious intent to hire a specific candidate
- Documenting preliminary agreement on key employment terms
- Providing a candidate with written confirmation of verbal discussions
- Creating a foundation for the formal employment contract to follow
- Giving both parties time to consider and negotiate final terms
From a legal perspective, most Letters of Intent to Hire are not considered binding contracts. As one employment attorney I regularly consult with puts it, “An LOI is more of a handshake on paper than a binding commitment.” However, certain provisions within the letter—such as confidentiality clauses or exclusivity periods—may be explicitly designated as binding.
This non-binding nature actually benefits both parties. For employers, it provides flexibility if circumstances change before finalizing employment. For candidates, it allows continued negotiation on specific terms without feeling locked into an agreement prematurely.
That said, there are important ethical considerations. While legally non-binding, repeatedly issuing and rescinding Letters of Intent can damage your company’s reputation and make future recruiting more difficult. I’ve seen companies struggle to attract talent after developing a reputation for not following through on their Letters of Intent.
Key Elements to Include in the Letter
When crafting a Letter of Intent to Hire, including the right elements is crucial for clarity and effectiveness. Throughout my years in HR, I’ve found that the most successful LOIs contain certain core components that leave little room for misinterpretation while still maintaining flexibility for final negotiations.
Here’s a comprehensive breakdown of what you should include in your Letter of Intent to Hire:
Employer and Applicant Information
Start with the basics: include your company’s official letterhead with full legal name, address, and contact information. This establishes credibility and provides the candidate with necessary reference information. Similarly, include the candidate’s full name and contact details to ensure proper identification.
I once worked with a startup that sent an LOI with incomplete company information, leading to confusion when the candidate tried to research the company further. Remember that this document may be the first formal communication from your organization, so professionalism matters.
Job Title & Description
Clearly state the specific position you intend to offer, including the exact job title and a concise description of primary responsibilities. This prevents any confusion about the role being discussed and sets proper expectations from the start.
Be specific but not overly restrictive. For example, rather than simply stating “Marketing Manager,” provide context: “Marketing Manager responsible for overseeing digital marketing campaigns, managing a team of three specialists, and reporting directly to the CMO.”
Compensation & Benefits
Outline the proposed compensation package, including:
- Base salary or hourly wage
- Bonus structure or commission opportunities (if applicable)
- Health insurance and retirement benefits
- Paid time off and vacation policy
- Any additional perks or benefits (remote work options, professional development allowances, etc.)
In my experience, compensation discussions are where most misunderstandings occur. I recommend being as specific as possible about the compensation structure while indicating that final details will be confirmed in the employment contract.
Start Date/Duration
Specify the anticipated start date for the position. If it’s a temporary or contract role, clearly indicate the expected duration of employment. For permanent positions, you might include language about an initial probationary period if applicable to your organization.
Work Schedule/Location
Detail the expected work schedule (full-time, part-time, flexible hours) and primary work location. With today’s evolving workplace models, be clear about remote work policies, hybrid arrangements, or in-office expectations.
At-Will or Contingencies
Most employment in the United States is “at-will,” meaning either party can terminate the relationship at any time. Your Letter of Intent should typically include language confirming this status.
Additionally, outline any contingencies that must be satisfied before employment is finalized, such as:
- Background checks
- Drug screening
- Reference verification
- Work eligibility verification
- Completion of required certifications
I’ve seen companies face difficult situations when contingencies weren’t clearly communicated upfront, only to discover issues during final verification processes.
Confidentiality Clauses
If the position involves access to sensitive information, include a brief confidentiality clause. This can be one of the binding elements of your LOI, protecting your company’s interests during the negotiation period.
Next Steps
Conclude with clear instructions regarding:
- How and when the candidate should respond to the LOI
- The timeline for finalizing the formal employment agreement
- Any additional documentation or information needed from the candidate
- Contact information for questions or further discussion
Being transparent about next steps reduces anxiety for candidates and streamlines your hiring process.
How to Write a Letter of Intent to Hire (Step-by-Step)
After helping dozens of companies streamline their hiring processes, I’ve developed a systematic approach to writing effective Letters of Intent to Hire. Following these steps will help ensure your LOI serves its purpose while protecting both your company and the candidate.
1. Introduction/Salutation
Begin with a professional and warm greeting addressed directly to the candidate. This sets a positive tone for the document and personalizes the communication.
Example:
Dear [Candidate’s Full Name],
On behalf of [Company Name], I am pleased to present this Letter of Intent regarding your potential employment as [Position Title]. We were impressed by your qualifications and believe you would be a valuable addition to our team.
I’ve found that starting with genuine enthusiasm about the candidate helps set a positive tone for the entire document. Remember, even though this is a formal business document, it’s also a relationship-building tool.
2. Job Details
Clearly state the position title, department, and primary responsibilities. Be specific enough to avoid confusion but avoid an exhaustive list that might limit flexibility later.
Example:
We intend to offer you the position of Marketing Director within our Digital Marketing Department. In this role, you would be responsible for developing and implementing comprehensive marketing strategies, managing a team of five marketing specialists, overseeing the annual marketing budget of approximately $500,000, and reporting directly to the Chief Marketing Officer.
When I work with hiring managers, I encourage them to focus on the 3-5 most important aspects of the role rather than trying to list every possible duty. This keeps the LOI concise while still providing clarity about expectations.
3. Terms & Conditions
Outline the essential terms of employment, including start date, work schedule, location, and any contingencies that must be satisfied.
Example:
We anticipate a start date of [Date], contingent upon successful completion of a background check and reference verification. This is a full-time position based at our headquarters in [Location], with our standard working hours of 9:00 AM to 5:00 PM, Monday through Friday. We currently operate on a hybrid work model, allowing for remote work two days per week.
Be especially clear about contingencies. I’ve seen candidates resign from current positions based on an LOI, only to be surprised by additional requirements they weren’t expecting. Transparency here is crucial for maintaining trust.
4. Compensation & Benefits
Detail the proposed compensation package, including salary, bonuses, and benefits. Be as specific as possible while indicating that final details will be confirmed in the employment agreement.
Example:
The position offers an annual base salary of $85,000, paid bi-weekly, plus eligibility for our annual performance bonus of up to 10% of your base salary. You would also receive our standard benefits package, including health, dental, and vision insurance (effective on the first day of the month following your start date), 401(k) with 3% company match after 90 days of employment, and 15 days of paid time off annually, accrued monthly.
In my experience, this section requires the most careful wording. Be specific about what you’re prepared to offer, but avoid language that could be interpreted as a binding promise if you still need flexibility for final negotiations.
5. Other Clauses
Address any additional relevant items such as probationary periods, confidentiality requirements, or non-compete considerations.
Example:
This position includes a standard 90-day introductory period, during which we will provide feedback on your performance and assess your fit within the organization. Additionally, due to the sensitive nature of our client information, you will be required to sign a confidentiality agreement as part of your onboarding process.
I’ve found that briefly mentioning these items in the LOI, even if they’ll be detailed more thoroughly in the employment contract, helps prevent surprises later in the process.
6. Closing & Next Steps
Summarize your intent, invite questions, and clearly outline the next steps in the process.
Example:
We are excited about the possibility of welcoming you to the [Company Name] team. This Letter of Intent remains open for your consideration until [Date], after which we would need to reevaluate our hiring timeline.
To indicate your interest in proceeding, please sign and return this letter by [Date]. Upon receipt, we will prepare a formal employment agreement with complete details of the terms discussed.
If you have any questions or would like to discuss any aspect of this letter, please don’t hesitate to contact me at [Phone Number] or [Email Address].
I always recommend including a specific deadline and clear instructions for response. This creates a sense of urgency while giving the candidate a reasonable timeframe to consider the opportunity.
Sample Letters & Templates
Throughout my career in HR and recruitment, I’ve found that having ready-to-use templates saves tremendous time and ensures consistency. Below, I’m sharing several Letter of Intent to Hire templates that you can adapt for different hiring scenarios.
Standard Employee Letter of Intent Template
[Company Letterhead]
[Date]
[Candidate’s Full Name]
[Candidate’s Address]
[City, State ZIP]
Dear [Candidate’s Name],
On behalf of [Company Name], I am pleased to present this Letter of Intent regarding your potential employment as [Position Title]. Following our recent discussions, we are excited about the possibility of you joining our team.
This letter outlines our preliminary intent to offer you employment, subject to the following terms:
Position: [Job Title
Department: [Department Name]
Reporting to: [Manager’s Title]
Start Date: [Anticipated Start Date]
Employment Type: [Full-time/Part-time/Contract], [At-will status]
Work Location: [Office Location and/or Remote Work Policy]
Schedule: [Working Hours/Days]
Compensation:
– Base Salary: $[Amount] per [year/hour], paid [payment frequency]
– Bonus Eligibility: [Bonus structure details if applicable]
– Benefits: [Brief overview of benefits package]
– Paid Time Off: [PTO policy overview]
This offer is contingent upon:
– [List contingencies: background check, reference verification, drug screening, etc.]
– Signing of our standard employment agreement and confidentiality documents
– [Any other specific contingencies]
This Letter of Intent remains open for your consideration until [Expiration Date]. To indicate your interest in proceeding, please sign below and return this letter by [Response Deadline]. Upon receipt, we will prepare a formal employment agreement with complete details of the terms discussed.
Please note that this Letter of Intent is not a binding employment contract and does not guarantee employment. Either party may discontinue the hiring process at any time before the execution of a formal employment agreement.
We are excited about the possibility of welcoming you to the [Company Name] team. If you have any questions or would like to discuss any aspect of this letter, please contact me at [Phone Number] or [Email Address].
Sincerely,
[Your Name]
[Your Title]
[Company Name]
Acknowledgment:
I acknowledge receipt of this Letter of Intent and express my interest in continuing the employment process with [Company Name].
________________________ Â Â ________________
[Candidate’s Name]Â Â Â Â Â Â Date
📄 Download Free Letter of Intent to Hire (Word Doc)
Contractor Letter of Intent Template
When hiring independent contractors, the language and focus shift significantly. Here’s a template specifically designed for contractor relationships:
[Company Letterhead]
[Date]
[Contractor’s Full Name]
[Contractor’s Business Name (if applicable)]
[Address]
[City, State ZIP]
Dear [Contractor’s Name],
On behalf of [Company Name], I am pleased to present this Letter of Intent regarding a potential contractor relationship for the [Project/Service Description] project.
This letter outlines our preliminary intent to engage your services, subject to the following terms:
Project Scope: [Brief description of the project or services]
Role: [Contractor’s role/title]
Project Timeline: [Start date] to [Estimated completion date]
Location: [Remote/On-site requirements]
Compensation:
– Rate: $[Amount] per [hour/project/milestone]
– Payment Schedule: [Payment terms, e.g., bi-weekly, monthly, upon milestone completion]
– Expenses: [Policy on reimbursable expenses]
Deliverables:
– [List key deliverables and deadlines]
– [Performance metrics or quality standards]
This engagement is contingent upon:
– Execution of a formal Independent Contractor Agreement
– [Any specific requirements, e.g., proof of insurance, certifications]
– [Any other contingencies]
Please note that this Letter of Intent does not establish an employer-employee relationship and is not a binding contract for services. It is intended to outline our mutual interest in working together, pending the execution of a formal agreement.
This Letter of Intent remains open for your consideration until [Expiration Date]. To indicate your interest in proceeding, please sign below and return this letter by [Response Deadline].
We look forward to the possibility of working with you on this project. If you have any questions or would like to discuss any aspect of this letter, please contact me at [Phone Number] or [Email Address].
Sincerely,
[Your Name]
[Your Title]
[Company Name]
Acknowledgment:
I acknowledge receipt of this Letter of Intent and express my interest in continuing discussions regarding this contractor opportunity with [Company Name].
________________________ Â Â ________________
[Contractor’s Name] Â Â Â Â Â Date
Conditional/Pre-Employment Letter of Intent Template
For situations where you want to express intent but have significant contingencies:
[Company Letterhead]
[Date]
[Candidate’s Full Name]
[Candidate’s Address]
[City, State ZIP]
Dear [Candidate’s Name],
On behalf of [Company Name], I am pleased to present this Conditional Letter of Intent regarding your potential employment as [Position Title].
Based on our preliminary discussions and evaluation of your qualifications, we are interested in moving forward with the hiring process. However, this Letter of Intent is strictly conditional and subject to the following requirements being satisfied:
– Successful completion of [specific background check requirements]
– Verification of [specific credentials, education, or certifications]
– Satisfactory results from [drug screening, skills assessment, etc.]
– [Any other specific conditions]
Pending successful completion of these requirements, we anticipate offering you the following:
Position: [Job Title]
Department: [Department Name]
Reporting to: [Manager’s Title]
Start Date: [Anticipated Start Date, contingent on conditions being met]
Employment Type: [Full-time/Part-time/Contract], [At-will status]
Work Location: [Office Location and/or Remote Work Policy]
Anticipated Compensation (subject to final approval):
– Base Salary Range: $[Range] per [year/hour]
– Benefits Eligibility: [Brief overview of benefits package]
Next Steps:
- Please indicate your interest in proceeding by signing and returning this letter by [Date].
- Our HR department will contact you to initiate the [verification processes].
- Upon successful completion of all requirements, we will present a formal offer of employment with detailed terms.
This Conditional Letter of Intent does not constitute a guarantee of employment or a binding employment offer. Either party may discontinue the process at any time prior to the execution of a formal employment agreement.
We appreciate your interest in joining [Company Name] and look forward to the possibility of welcoming you to our team. If you have any questions, please contact me at [Phone Number] or [Email Address].
Sincerely,
[Your Name]
[Your Title]
[Company Name]
Acknowledgment:
I understand the conditional nature of this Letter of Intent and wish to proceed with the verification process.
________________________ Â Â ________________
[Candidate’s Name]Â Â Â Â Â Â Date
I’ve found these templates to be effective starting points, but remember to customize them to reflect your company’s specific needs, culture, and the particular role you’re filling. Having your legal team review any templates before use is always a good practice to ensure compliance with current employment laws in your jurisdiction.
Special Cases
In my years of HR consulting, I’ve encountered numerous situations that don’t fit neatly into standard hiring processes. Let’s explore some special cases where Letters of Intent to Hire require careful consideration and specific approaches.
Hiring Contractors
When extending a Letter of Intent to a contractor rather than an employee, several key differences must be addressed:
First and foremost, language matters tremendously. I always advise clients to avoid terminology that might suggest an employer-employee relationship. Instead of “hire” or “employment,” use terms like “engage,” “contract with,” or “retain services.” This distinction is crucial not just for clarity but also for legal compliance with contractor classification rules.
A contractor LOI should focus primarily on:
- Project scope rather than job duties
- Deliverables rather than work hours
- Payment terms (often project-based or milestone-based) rather than salary
- Project timeline rather than employment duration
- Independent working relationship rather than supervision structure
I once worked with a technology company that inadvertently used employee-oriented language in their contractor LOIs, which created confusion about worker classification and nearly resulted in an IRS audit. The distinction isn’t just semantic—it has significant tax and legal implications.
For contractors, the LOI serves as an informal agreement to lock in a quote or scope, particularly common in industries like construction, consulting, and creative services. It helps secure the contractor’s availability while the formal independent contractor agreement is being prepared.
Pre-Employment & Conditional Offers
Some hiring situations require a more cautious approach with additional contingencies. Pre-employment and conditional Letters of Intent are particularly useful when:
- The position requires extensive background verification
- Security clearances are necessary
- Professional licensing or certification verification is required
- The role depends on securing specific funding or client contracts
- The candidate needs to relocate or obtain work authorization
In these scenarios, the conditional nature of the LOI should be prominently stated at the beginning of the document. I recommend using clear headings like “Conditional Letter of Intent” and explicitly listing all conditions that must be satisfied before a formal offer will be extended.
For example, when I helped a healthcare organization recruit physicians from overseas, we used conditional LOIs that clearly stated the intent to hire was contingent upon successful completion of medical licensing requirements, visa approval, and credential verification—a process that could take months.
The key difference between a standard LOI and a conditional one lies in the specificity and prominence of the contingencies. While all Letters of Intent typically include some contingencies, conditional LOIs make these requirements the central focus and explicitly state that no employment relationship will be considered until all conditions are met.
Letter of Intent to Hire vs. Job Offer Letter vs. Contract
Understanding the differences between these three important hiring documents can save you from potential confusion and legal complications. Throughout my career in HR and recruitment, I’ve seen many organizations use these terms interchangeably—often with unintended consequences.
Key Distinctions
A Letter of Intent to Hire is primarily a preliminary document that expresses an employer’s interest in hiring a candidate. It outlines basic terms but is generally non-binding. Think of it as setting the stage for more detailed negotiations.
A Job Offer Letter is more formal and specific, typically representing a binding offer of employment once accepted by the candidate. While still not as comprehensive as a full contract, an offer letter usually contains enough specific terms to create certain legal obligations.
An Employment Contract is the most comprehensive and legally binding document, containing detailed terms and conditions that govern the entire employment relationship. It often includes specific clauses about termination, dispute resolution, and other legal protections for both parties.
Let me break down the key differences in more detail:
| Aspect | Letter of Intent | Offer Letter | Employment Contract |
|---|---|---|---|
| Purpose | Expresses preliminary interest and outlines basic terms | Makes a formal job offer with specific terms | Establishes comprehensive legal framework for employment |
| Binding Nature | Generally non-binding unless specified | Typically binding upon acceptance | Fully binding legal agreement |
| Level of Detail | Basic overview of position and terms | Moderate detail on position, compensation, and benefits | Comprehensive details on all aspects of employment relationship |
| Legal Language | Minimal legal terminology | Some legal terminology | Extensive legal provisions and clauses |
| Timing in Hiring Process | Early to middle stage | Late stage | Final stage |
| Negotiability | Highly negotiable | Somewhat negotiable | Limited negotiability once drafted |
When to Use Each Document
In my consulting practice, I recommend using these documents in different scenarios:
Use a Letter of Intent when:
- You want to express serious interest in a candidate but need time to prepare a formal offer
- The position requires extensive background checks or other contingencies
- You’re recruiting for a position that isn’t immediately available
- You’re hiring for a senior role with complex compensation terms that need further discussion
Use an Offer Letter when:
- You’re ready to make a firm commitment to hire
- The position is straightforward with standard terms
- You want to secure a candidate quickly in a competitive market
- Your organization doesn’t typically use formal employment contracts for most positions
Use an Employment Contract when:
- The position involves access to sensitive information or intellectual property
- You’re hiring for executive or specialized roles
- The employment relationship includes complex terms or unusual arrangements
- Legal protection is particularly important for either party
I once worked with a technology startup that sent what they called a “letter of intent” but included language that made it legally binding like an offer letter. When they later tried to change the compensation terms, they faced potential legal issues because they hadn’t understood the distinction between these documents. Clear terminology and appropriate use of each document type can prevent such complications.
Frequently Asked Questions
Throughout my career helping companies improve their hiring processes, I’ve encountered many common questions about Letters of Intent to Hire. Here are answers to the questions I hear most frequently:
What is a Letter of Intent to Hire?
A Letter of Intent to Hire is a preliminary document that outlines the terms and conditions of a potential job offer. It expresses an employer’s intention to hire a candidate without creating a binding employment contract. Think of it as a formal way of saying, “We plan to hire you, and here are the general terms we’re considering.”
How do I write a Letter of Intent to Hire?
To write an effective Letter of Intent to Hire, follow these key steps:
- Start with a professional greeting and expression of interest in the candidate
- Clearly state the position title and department
- Outline key terms including compensation, benefits, start date, and work location
- Specify any contingencies that must be satisfied
- Include a clear timeline for response and next steps
- Close with contact information for questions
- Provide space for acknowledgment signatures
The most important aspect is clarity—ensure all terms are presented in straightforward language that leaves little room for misinterpretation.
What should be included in the letter?
A comprehensive Letter of Intent to Hire should include:
- Company and candidate information (names, contact details)
- Position title and department
- Reporting structure
- Start date and work schedule
- Work location and remote work policies
- Compensation details (salary/wages, bonus potential)
- Benefits overview
- Contingencies and conditions
- Response deadline
- Next steps in the hiring process
- Signatures lines for acknowledgment
I’ve found that the most effective LOIs strike a balance between providing enough detail to give candidates clarity while maintaining flexibility for the final employment agreement.
How is it different from an offer letter?
The primary difference lies in the binding nature and level of detail. A Letter of Intent is generally non-binding and outlines preliminary terms, while an offer letter typically represents a formal job offer that becomes binding when accepted. Offer letters usually contain more specific details about employment terms and create certain legal obligations once signed.
In practical terms, an LOI says “we intend to hire you, subject to these general terms and further discussion,” while an offer letter says “we are offering you this specific position with these specific terms.”
Can a candidate back out of an LOI?
Yes, since Letters of Intent are generally non-binding, candidates can back out without legal consequences. The same applies to employers—either party can typically withdraw from the process before a formal employment agreement is signed.
However, there are professional and ethical considerations. Candidates who repeatedly accept and then back out of LOIs may develop a negative reputation in their industry. Similarly, companies that frequently rescind LOIs may find it harder to recruit top talent as word spreads about their practices.
Do you need an LOI for a contractor?
While not strictly necessary, using an LOI for contractors can be beneficial, particularly for complex or lengthy projects. A contractor LOI helps secure agreed rates and scope early in the process while the more detailed independent contractor agreement is being prepared.
When using an LOI for contractors, it’s crucial to use language that clearly establishes a contractor relationship rather than an employment relationship. Focus on project deliverables rather than work hours, and avoid terminology that suggests supervision or control over how the work is performed.
Is a Letter of Intent to Hire legally binding?
In most cases, a Letter of Intent to Hire is not legally binding regarding the employment relationship itself. However, specific provisions within the letter—such as confidentiality clauses or exclusivity periods—may be explicitly designated as binding.
To ensure your LOI is non-binding, include clear language stating that it is not a formal employment contract and does not guarantee employment. Specify that either party may discontinue the hiring process at any time before the execution of a formal employment agreement.
If you do want certain provisions to be binding, clearly identify those specific sections as legally enforceable.
Can the employer withdraw the LOI?
Yes, employers can typically withdraw a Letter of Intent without legal consequences, as these documents are generally non-binding. However, there are important ethical and reputational considerations.
Repeatedly extending and then withdrawing LOIs can damage your company’s reputation and make future recruiting more difficult. In rare cases where an LOI contains binding language or where a candidate has taken substantial action in reliance on the LOI (such as relocating), there could potentially be legal implications.
I always advise clients to treat LOIs seriously and only issue them when they have genuine intent to move forward with hiring, even though they technically maintain the legal right to withdraw.
Conclusion
Creating an effective Letter of Intent to Hire is both an art and a science. Throughout my years in HR and recruitment, I’ve seen how a well-crafted LOI can streamline the hiring process, set clear expectations, and help secure top talent in competitive markets.
The key to success lies in striking the right balance—providing enough detail to give candidates clarity while maintaining the flexibility that both parties need during the negotiation phase. Remember that while an LOI is generally non-binding, it still represents your company’s professionalism and attention to detail.
As you implement Letters of Intent in your hiring process, keep these best practices in mind:
- Be clear about the non-binding nature of the document
- Include all essential elements while avoiding unnecessary restrictions
- Customize your approach based on the position and circumstances
- Have your legal team review your templates periodically
- Maintain consistent communication with candidates throughout the process
By following the guidelines and templates provided in this article, you’ll be well-equipped to create Letters of Intent that protect your company’s interests while making a positive impression on potential new hires.
Remember that hiring is ultimately about building relationships. Your Letter of Intent is often one of the first formal communications a candidate receives from your company—make it count by ensuring it reflects your organization’s values and commitment to clear, honest communication.
I hope this guide helps you navigate the sometimes complex world of employment documentation. Here’s to finding and securing the talent that will help your organization thrive!