Every offer letter has 4 to 6 places where comp is left on the table. Equity refresh, severance triggers, IP scope, non-compete reach. We read every line and tell you exactly what to ask for. 24 hours, $199.
Recruiters anchor low. Equity grants come without refresh language. IP assignments overreach into your nights and weekends. Severance triggers exclude "good reason." Non-competes you'll only notice the day you try to leave.
Most candidates accept the offer as-is or push only on base salary. The expensive negotiables aren't in the comp table. They're buried in the contract.
We've reviewed offers from Series A startups to Fortune 100s. We know what's standard, what's punitive, and how to ask for the change. In 24 hours you'll have a counter that respects the relationship and still gets you paid.
Three of the issues we routinely find in employment offers. Your report will include 8 to 15 like these, ranked by long-term comp impact.
What it means: No language committing to annual refresh grants. Your equity value is front-loaded. By year 3, effective comp drops 20 to 40% as the initial grant vests out.
Counter: "Eligible for annual refresh grant equal to no less than 25% of initial grant value, subject to performance review." Cite peer practice at your company's stage.
What it means: California Labor Code 2870 requires carve-outs for inventions made on personal time without company resources. Most state-equivalent laws apply. Your offer lacks this. Your side projects belong to them.
Counter: Add the verbatim 2870 carve-out clause as an exhibit. Document any pre-existing inventions in a "Prior Inventions" schedule to exclude.
What it means: Missing "Good Reason" protection. If they constructively terminate you (demote, relocate, cut pay), you technically resigned. You get nothing. Standard for senior roles is a Good Reason clause covering material role, comp, or location changes.
Counter: Add Good Reason clause: "Material reduction in title, duties, base salary, target bonus, or relocation greater than 50 miles shall constitute Good Reason for resignation, triggering severance."
Send the offer letter and any related comp docs. Tell us the role, level, location, company stage, and what matters. Base, equity, flexibility. Takes five minutes.
Our model benchmarks every term against market data for your role and stage. A human reviewer audits before delivery. Nothing ships raw.
A shareable PDF: flagged issues, what to ask for, and the email language to send the recruiter. Add a 30-min prep call to rehearse the negotiation.
Comp attorneys charge $600 to $1,500 an hour. We deliver the same analysis in 24 hours for $199.
24-hour turnaround
Everything above, plus a 30-min Zoom
Our offer model was trained on thousands of real employment agreements drafted by employment and exec comp attorneys. ChatGPT, Gemini, and Claude were trained on the open internet. It knows HR boilerplate from hand-drafted senior-leader language.
We benchmark your offer against real comp data for your role, level, company stage, and location. Equity grant size, refresh expectations, vesting structures, severance multiples, change-of-control protections. What's market, what's stingy, what's table stakes.
Every review is checked by a human before it leaves our system. When the AI is uncertain, we flag it. When your situation calls for a licensed attorney (large exec packages, M&A-related offers), we say so and refer you.
If we miss a material issue that your attorney catches, full refund. No friction. Every document you send sharpens the system, and we'd rather refund than push back.
$199, 24 hours, shareable PDF. The cheapest career leverage you'll ever buy.