Hello! So you got a job offer and you want to accept it. This is the fun part, but there are a surprising number of small things that can go wrong between “I accept” and actually showing up on day one.
Here’s how to handle it step by step.
1. don’t accept on the spot (usually)
When a recruiter calls to give you a verbal offer, it’s fine to say “I’m really excited about this, can I have 24 to 48 hours to review the written offer before formally accepting?” Almost every company expects this. Taking time to read what you’re actually agreeing to is not a red flag.
What you get in writing matters. The verbal offer might be accurate. It also might leave out the fact that the bonus is discretionary, or that equity vests over 5 years instead of 4. Read the offer letter carefully before saying yes.
Stack Overflow’s 2024 Developer Survey found that compensation is the top factor developers cite when evaluating job offers, which makes sense. But comp in the written offer is often more complex than the headline number suggests. Check: base salary, signing bonus terms, equity grant and vesting schedule, bonus target and whether it’s guaranteed or discretionary, and benefits start date.
2. negotiate if you’re going to
This is the moment to negotiate, not after you’ve accepted. Counteroffering is normal. Recruiters expect it. About 85% of employers say they have room to negotiate, I read that figure in a Robert Half survey a while back, though I don’t have the exact URL, so take it as directional rather than gospel.
Keep the counter simple. “I’m really excited about this role, I was hoping we could get the base to [number] given [reason]. Is that something you can work with?” One ask, specific number, brief reason. Don’t list six things you want changed simultaneously.
If they say they can’t move on base, ask about other things: signing bonus, remote flexibility, earlier performance review, more vacation. Some of these are easier for companies to give than base salary adjustments because they don’t affect ongoing salary bands.
3. the acceptance email
Once you’ve finished any negotiation and the offer is final, send a written acceptance. Even if you’ve already accepted verbally. This creates a clear record for both sides and gives HR something to file.
Here’s a version that works:
Subject: Offer Acceptance – [Your Name] – [Job Title]
Hi [Recruiter/Hiring Manager name],
I’m delighted to formally accept the offer for [Job Title] at [Company]. As discussed, my start date will be [date], with a base salary of [amount] and the terms outlined in the offer letter dated [date].
I’ll complete any pre-employment paperwork as requested and will plan to be in touch if I have questions before day one. Really looking forward to joining the team.
[Your name]
It’s short. Restating the key terms (salary, start date, offer letter date) is worth doing because it creates a written record that both sides agree on what was offered. This matters rarely but matters a lot when it matters.
4. handle the gap before day one
Between accepting and starting, a few things typically need to happen:
- Background check (most companies initiate this right after acceptance)
- Benefits enrollment paperwork (often has a deadline tied to start date)
- Equipment or access setup (especially for remote roles)
- Onboarding forms (I-9, direct deposit, emergency contact, etc.)
Respond to these promptly. Delayed background check paperwork has pushed back start dates before. It’s a boring thing to have create problems right before you start a new job.
Also: resign from your current job if you have one. Do it after you have the written offer, not before. Send the resignation letter to your manager and give the notice period you committed to. Your new employer knows you have to give notice, there’s no tension there.
5. resigning and the counteroffer problem
When you resign, your current employer might make a counteroffer. This is worth thinking about before it happens, not in the moment.
Counteroffers are tricky. The raise or role change they offer you when you resign was available before you resigned. They just weren’t offering it. Accepting a counteroffer and staying works out for some people. Based on what I’ve read and heard (and I’ll admit I don’t have solid data on long-term outcomes), it more often results in the person leaving within 12 to 18 months anyway, either because the underlying reasons they were leaving haven’t changed, or because the relationship with their manager shifted after the resignation.
Make the decision based on what you actually want, not based on the discomfort of the moment when your manager asks you to stay.
Getting ready for day one
One thing that helps: do a bit of prep before you start. Read what’s publicly available about the company, recent earnings calls if it’s public, press coverage, the CEO’s recent interviews. Look up the people you’ll be working with directly on LinkedIn.
If you used Craqly to prep for the interviews, you’ve probably already absorbed a lot of context about the role and the team’s priorities. That prep doesn’t expire at the offer stage, it’s useful for the first 90 days when you’re figuring out how to add value quickly.
Day one at a new job is mostly logistics. The real test is weeks two through twelve, when the novelty has worn off and you’re figuring out what actually matters. Starting that period with a clear sense of what you’re there to do is more valuable than almost anything else you could prepare.
Good luck. You got the job, now just don’t overcomplicate the part where you say yes.