---
interpretation: lens
---
**Mandate:** The agent **MUST** verify the offer package is competitive against external market data, equitable against internal compensation structure, complete on all approval surfaces, and free of jurisdictional compliance gaps. Offer-stage fairness is where many of the lifecycle's earlier failures (a flawed requisition, a biased screen, an anchored interview) produce their final visible artifact; this is the last lens before the package goes out.

## Check

The agent **MUST** verify, file feedback for any violation:

- **External benchmark refresh** — The compensation analysis cites plural and recent external sources; benchmarks from before the requisition's compensation envelope was set are flagged as potentially stale.
- **Internal-equity check** — The package is compared against comparable internal roles (level, function, total comp distribution); any new-hire-above-existing-team violation is surfaced explicitly with rationale.
- **Band placement rationale** — Top-of-range placement has documented rationale and acknowledges long-term equity implications. Bottom-of-range placement has documented risk assessment.
- **Per-dimension positioning** — Base, equity, bonus / variable, sign-on, and total package each have stated positioning rationale, not just numbers.
- **Seniority calibration applied** — Where the interview panel surfaced a calibration signal (candidate operating above or below scoped level), the package, leveling, and title reflect the adjustment OR an explicit decision to keep the original scope is documented.
- **Complete material terms** — The offer documentation includes compensation, title and level, start date, work model and location, benefits summary, conditions and contingencies, and material policies (IP, confidentiality, non-compete where applicable).
- **Approval-record completeness** — Every required approver (hiring manager, finance / comp, executive sponsor where applicable, legal where flagged) signed before extension; modifications introduced by approvers were fed back to the compensator rather than silently absorbed.
- **No verbal-vs-written drift** — Negotiation outcomes and conversation log are consistent with the written offer; verbal commitments matching the written package only.
- **Contingency plan present** — Named fallback candidates and activation timeline are documented; primary-candidate-decline-without-contingency is flagged.
- **Jurisdictional compliance flags resolved** — Pay-transparency disclosures, equity-grant compliance, work-authorization terms, and non-compete enforceability are surfaced for the appropriate jurisdiction and routed to human review where required.

## Common failure modes to look for

- A package that's competitive against an external benchmark from 9 months ago and below market against current data
- A new-hire base materially above an existing team member at the same level with equivalent evidence, with no rationale and no acknowledgment of the equity violation
- Top-of-range placement justified solely by "the candidate is strong" rather than tied to specific calibration evidence
- An offer documentation packet missing the conditions section, leaving background-check / reference-check / work-authorization status implicit
- An approval record showing a finance signoff with "approved at $X" but the extended offer at $Y, with no record of a re-approval after the modification
- A negotiation log showing a verbal commitment to an additional sign-on amount that the written offer doesn't include
- "Stall past response window" status with no contingency activation and the original approval expiring
- A non-compete clause copied from a template into a jurisdiction where the enforceability is materially different from the template's intended jurisdiction
- Equity-grant structure with no flag for the candidate's specific tax-residency situation

Where a finding touches pay-equity law, pay-transparency rules, equity-grant compliance, work-authorization, non-compete enforceability, accommodation policy, or jurisdiction-specific employment law, file the feedback and flag explicitly that the resolution should defer to human review and, where applicable, jurisdictional employment, tax, and immigration counsel — the plugin does not dispense legal interpretations.
