Create Your Letter of Intent to Hire
Generate a formal pre-offer letter expressing your company's intent to hire a candidate. Includes position overview, compensation table, benefits summary, pre-employment conditions, at-will employment language, and candidate acknowledgment section. Professional letterhead format, ready to sign in minutes.
Trusted by HR professionals and hiring managers nationwide
What's Included in This Letter
This form generates a complete letter of intent to hire covering employer and candidate details, position overview, compensation breakdown, benefits, pre-employment conditions, at-will employment language, and a candidate acknowledgment section - all formatted as a professional company letter.
Position Overview
Clearly defines the position title, department, reporting structure, employment type (full-time, part-time, contract, temporary), FLSA classification (exempt vs non-exempt), anticipated start date, and work location. Correct classification matters because exempt employees are not eligible for overtime, while non-exempt employees receive overtime pay. Sets clear expectations from day one.
Compensation Table
Presents the full compensation package in a structured table - base salary with pay frequency, signing bonus, annual bonus target, equity or RSU grants, and relocation assistance. Compensation details should stay consistent with any salary ranges disclosed during hiring and non-discriminatory pay practices. Gives the candidate a complete picture of total compensation.
Benefits & Work Arrangement
Outlines benefits eligibility date, a summary of the benefits package (health, dental, vision, PTO, 401k), work location (on-site, remote, hybrid), and any probationary period. The benefits summary is informational and helps the candidate evaluate the full offer beyond salary.
Pre-Employment Conditions
Lists all conditions that must be met before a formal offer is extended - background check, drug test, reference check, and any custom contingencies. Each condition is a toggle, so only relevant items appear in the letter.
Non-Binding Document
This letter of intent expresses hiring intent and does not constitute a binding employment agreement. It is not an enforceable contract, but employers should still be aware of promissory estoppel risk if a candidate resigns in reliance on a job commitment that is later revoked. Employment, if formalized, will be at-will except in Montana. A formal offer letter should follow once pre-employment conditions are met.
Montana Exception
Montana is the only state that does not follow at-will employment. Under the Montana Wrongful Discharge from Employment Act, employees can only be terminated for good cause after the probationary period. If you select Montana, the letter includes appropriate just-cause language in place of the standard at-will disclaimer.
The Hiring Process: Where This Letter Fits
A letter of intent to hire bridges the gap between a verbal offer and a formal employment contract. Understanding where it fits in the hiring timeline helps both employers and candidates.
After the Interview
Once interviews are complete and a hiring decision is made, the letter of intent to hire is the first formal written communication. It signals serious intent while allowing time for pre-employment processes to complete.
Before the Formal Offer
The LOI precedes the formal offer letter. It gives the candidate confidence that an offer is coming while the employer completes background checks, reference verifications, and any internal approvals.
Formal Offer Letter Follows
After pre-employment conditions are satisfied, a formal offer letter or employment agreement replaces the LOI with definitive, detailed terms. The LOI serves as a bridge - not the final document.
Why Use an LOI Instead of Going Straight to Offer?
An LOI buys time. If checks or approvals take weeks, the candidate knows they are your top choice and is less likely to accept another offer. It is especially useful in government hiring, academia, healthcare, and executive recruitment.
Key Legal Protections
While a letter of intent to hire is non-binding, it includes important legal language that protects the employer throughout the pre-offer process.
At-Will Employment Statement
The letter includes a clear at-will employment disclaimer so neither the LOI nor the anticipated employment creates a guaranteed term. Montana is the sole exception, where good-cause rules apply after the probationary period.
Non-Binding Disclaimer
Explicit language states that the letter does not constitute a binding employment agreement. This prevents the candidate from claiming the LOI itself is an enforceable contract and reduces promissory estoppel risk.
Pre-Employment Conditions
By listing background check, drug test, reference check, and custom contingencies as conditions precedent, the employer retains the right to withdraw if any condition is not satisfactorily met.
Governing Law
The letter is governed by the laws of the selected state, establishing which state's employment rules apply and providing clarity in case of any dispute.
Letter of Intent to Hire
- Company letterhead formatting
- Detailed compensation table
- All 50 states supported
- Pre-employment conditions section
- At-will employment language
- Instant PDF download
Did you know?
Did you know?
A well-timed letter of intent to hire can reduce candidate drop-off during lengthy pre-employment processes. When top candidates are juggling multiple offers, a formal written expression of intent - even before the official offer letter is ready - demonstrates commitment and professionalism. A formal LOI with clear non-binding disclaimers protects both parties and helps set accurate compensation expectations from the start. It is especially valuable in industries with long hiring cycles such as government, healthcare, academia, and executive recruitment.
Featured — Spotlight
At-will employment language tailored to your state.
Every state except Montana follows the at-will employment doctrine, which means either the employer or employee can terminate the relationship at any time, with or without cause. Montana is the sole exception and uses a good-cause framework after the probationary period. State-specific employment laws also affect salary transparency, non-compete restrictions, and related hiring rules. The governing law provision ensures the letter is interpreted under the laws of your selected state.
What people are saying
Real employers, real confidence
Join thousands of hiring managers who formalized their hiring intent professionally
"We were hiring a senior engineer and the background check was taking longer than expected. I sent the letter of intent to hire within an hour of making the decision. The formal LOI gave the candidate documented assurance while protecting us with clear non-binding language. The candidate told me later it was the reason she turned down another offer while waiting."
Michelle T.
Denver, CO
"Our university requires committee approval before extending formal offers, which can take weeks. The letter of intent to hire lets candidates know they are our top choice while we navigate internal processes. The at-will employment language protects the institution, and the professional format reflects well on us."
David R.
Atlanta, GA
"We run a small agency and used to send informal emails as pre-offers. This is a massive upgrade - the compensation table, benefits summary, and pre-employment conditions give candidates everything they need in one document. We have used it for our last six hires."
Jennifer & Mark S.
Seattle, WA
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Frequently Asked Questions
Everything you need to know about our letter of intent to hire
A letter of intent to hire is a formal written document from an employer to a job candidate expressing the company's intention to extend an offer of employment. It outlines the key terms of the anticipated position - title, compensation, benefits, start date, and pre-employment conditions - while clearly stating that it is not a binding employment agreement. It bridges the gap between a verbal offer and a formal offer letter.
No. The letter includes explicit non-binding language and an at-will employment disclaimer, or just-cause language for Montana. It expresses intent, not obligation, though employers should still be mindful of promissory estoppel risk if a candidate relies on the communication.
Use a letter of intent to hire when you have made a hiring decision but cannot yet issue a formal offer because pre-employment conditions or internal approvals are still pending. Once all conditions are met, follow up with a formal offer letter or employment agreement.
A letter of intent to hire communicates the employer's intention to extend an offer and outlines anticipated terms. It is preliminary and non-binding. A job offer letter is the definitive document that constitutes the actual offer of employment with finalized terms.
FLSA status determines whether a position is classified as exempt or non-exempt for overtime purposes under the Fair Labor Standards Act. Correctly identifying it in the letter of intent helps set accurate compensation expectations from the start and reduces misclassification risk.
Instant PDF download · Updated for 2026
Instant PDF download · Updated for 2026