The offer is where a lot of money is won or lost, and it happens in about two weeks. You will compare numbers that are hard to compare, talk about a joining date your current letter may not allow, and possibly hear a counter-offer from the employer you are leaving. This chapter gives you a way to think through each step and a list of questions to ask. It does not tell you what the law says. Notice-period rules, background checks, non-compete clauses and the tax on stock are matters for your own documents and for a professional, and the chapter points to where to look.
This chapter is general information for planning. It is not legal, tax or financial advice, and the author is not a lawyer or a chartered accountant. The author has not verified how Indian law treats notice periods, buyouts, non-compete clauses or background checks, or how stock options and RSUs are taxed. Where those matter to you, read your own documents and ask a lawyer or a chartered accountant before you sign or resign. Numbers in the examples are invented.
The sequence, and why order matters
The order below protects your job and your leverage. You can change details, but moving a step earlier is usually the costly mistake.
verbal offer ─► written offer ─► negotiate ─► compare ─► sign
│
resign ◄── joining date agreed ◄───────┘
│
▼
notice, handover, background check ─► join
- Get it in writing. A verbal offer is a signal, not an offer.
- Negotiate before you sign. After signing, the leverage is gone.
- Sign, then resign. Do not hand in notice until you hold a signed offer you are happy with.
- Check the conditions. Many offers depend on a background check. Know the conditions before you resign.
Step 0: read your current appointment letter
Do this in week 1 of the calendar, not when you need it. Read the whole document and your company's HR policy, and write down the following. If any clause is unclear, ask HR in neutral terms, or ask a lawyer.
| Look for | What to write down | Who to ask if unclear |
|---|---|---|
| Notice period | Length, who gives it, whether it differs by level | HR; a lawyer |
| Payment in place of notice | The exact wording and who must approve | HR; a lawyer |
| Leave adjustment | Whether unused leave can offset notice days | HR |
| Non-compete or non-solicit | Scope, duration, who it names | A lawyer. Do not assume it does or does not apply. |
| Bond, training or relocation recovery | Amount, period, conditions | HR; a lawyer |
| Joining or retention bonus recovery | Clawback terms and dates | HR; a chartered accountant for the tax side |
| Stock options or RSUs | Vesting schedule, post-exit exercise window, cost | Company stock-plan team; a chartered accountant |
| Final settlement and relieving letter | What the letter says is released, and when | HR |
Anecdotes online disagree about how much of this a company enforces. People report different experiences at different companies. Treat those stories as questions to ask, not as rules.