Definition · Recruiting and sourcing
Verbal Offer
Definition
A verbal offer is a job offer made by phone, video or in person before the written offer letter is sent. It tells the candidate they've been selected, covers the main terms such as title, pay and start date, and gauges whether they will accept, so the written offer can go out with few surprises.
Also called: Verbal job offer, Oral offer, Offer call
How a verbal offer works
In most professional hiring, the recruiter or hiring manager calls the candidate once the decision and approvals are done. The call covers:
- The role, title and who they'll report to
- Base pay and any bonus, shift differential or sign-on payment
- Start date and location or schedule
- Any conditions, such as a background check or drug test
- When the written offer will arrive and how long they have to respond
The recruiter listens for hesitation. Questions about pay, a competing offer or an unhappy partner are much easier to deal with on the call than after a written offer is declined. A follow-up offer letter should arrive the same day or the next, with terms that match exactly what was said.
Is a verbal offer binding
In the US, most employment is at will, so a verbal offer generally doesn't guarantee a job for any length of time, and either side can usually walk away. That said, courts in some states have allowed claims under the doctrine of promissory estoppel where a candidate reasonably relied on an offer, for example by resigning from their current job, and the employer then withdrew it. An oral promise of a fixed term or specific conditions can also create obligations in some situations.
The practical lessons: don't make a verbal offer until approvals, budget and the decision are final; say clearly if it's a contingent job offer; and avoid promising job security or guaranteed bonuses on the phone. Rules vary by state and country, so check with counsel for anything unusual.
Verbal offers in high-volume hiring
For hourly roles, the verbal offer often happens at the end of the interview itself: "We'd like to offer you the position at $18.50 an hour, starting with the training class on the 14th, subject to the background check." Same-day offers reduce drop-off sharply. The key is to follow up within hours with a written or electronic offer the candidate can accept on their phone, because a verbal yes with nothing in writing is easy to forget when another employer calls.
Common mistakes
- Offering before approvals and then having to retract
- Terms on the call that don't match the letter, which destroys trust
- Pressuring for an immediate answer on the call
- Treating a verbal yes as a hire and closing the requisition before the written acceptance
Frequently asked questions
What is a verbal offer?
A job offer made by phone, video or in person, usually before the written offer letter, covering the main terms such as title, pay and start date.
Is a verbal offer binding?
In most US at-will employment, a verbal offer does not guarantee a job. Some states allow claims if a candidate reasonably relied on the offer and was harmed when it was withdrawn. Rules vary.
What comes after a verbal job offer?
A written offer letter, usually within a day, followed by the candidate's written acceptance and any contingent steps such as background checks.
Should I resign after a verbal offer?
Most career advisers recommend waiting for the written offer, and for any contingencies like background checks to clear, before resigning from a current job.