How to Review Offer Letters and Contractor Agreements with Eigent

How it works

1. Paste the offer letter or agreement and state the role, the work location, and the employment type — employee or contractor. Location drives most of the analysis.
2. Eigent reviews it clause by clause against the jurisdictions in your practice profile and marks each one compliant, flagged, or must-fix.
3. For anything flagged, ask for replacement language rather than just a description of the problem — you can paste the fix straight back into the template.
4. For contractor engagements, run /employment-legal:worker-classification before the SOW is drafted, not after. Reclassifying a signed engagement is far more expensive than scoping it correctly.
5. If the same issue keeps appearing across offers, fix the underlying template instead of patching each letter — that is a policy drafting job, not a review job.

More prompts to try

• /employment-legal:worker-classification — We want to engage a designer as a contractor for 6 months, 30 hours a week, working exclusively on our product. Classify this against the California ABC test and the federal common-law test. Are we at risk of misclassification?
• /employment-legal:hiring-review — Review the non-compete and non-solicitation clauses in this agreement [paste]. The candidate is based in New York. Are these enforceable, and what is the maximum scope we can legally impose?
• The candidate is relocating from Texas to California mid-offer. Which clauses in this letter change, and which state's law governs the restrictive covenants?
• Compare this executive offer [paste] against our standard engineer template [paste]. What has been added or removed, and which changes create new risk?

How to use

Always state the candidate's work location before anything else — enforceability of non-competes, arbitration clauses, and pay transparency requirements varies dramatically by state, and a review run without a jurisdiction is a generic one. California, Minnesota, North Dakota, and Oklahoma ban non-competes outright; Eigent flags this, but confirm with counsel before sending any agreement into those states. Run classification first for contractors, since the classification decision determines what the agreement should even say. Take repeat findings back into your templates rather than fixing them offer by offer. Escalate to employment counsel when the role is executive or senior, when equity terms are complex, or when the candidate is relocating mid-offer.

Expected output

A clause-by-clause review marking each provision compliant, flagged, or must-fix for the stated jurisdiction; an enforceability assessment for every restrictive covenant; suggested fix language for each flagged clause; and, for contractor engagements, an employee-vs-contractor risk rating with a test-by-test breakdown.

Limitations

• The review reflects the jurisdictions in your practice profile. If the candidate works somewhere you have not loaded, state that jurisdiction explicitly in the prompt.
• Classification tests differ between federal and state law, and a role can pass one while failing another. Eigent shows both; the decision is still yours.
• This is a compliance pass, not a legal opinion. Executive offers, complex equity, and cross-border hires should go to employment counsel before they are sent.