# Approve and Issue the Offer

Status: draft · v0.1.0 · Hiring System
draft reference — not a fitted standard

Convert an authorized selection into one complete, affordable, approved, and version-controlled employment offer.

## Purpose
Preserve the integrity of the role, selection, compensation, and employment decisions while giving the candidate a clear and timely offer experience.

## Steps
1. Confirm the offer intake — Admit only a valid selection and current decision parameters.
2. Construct the complete offer — Create one internally coherent statement of authorized commitments and conditions.
3. Review and approve the offer — Obtain explicit authority for cost, consistency, risk, and any deviation before presentation.
4. Present and explain the offer — Give the candidate an accurate, respectful, and usable decision experience.
5. Control negotiation and changes — Respond without losing authority, consistency, or version integrity.
6. Close and hand off the decision — Turn the candidate response into an unambiguous next operating state.

## Connections
- upstream: Assess and Select Candidates (/processes/assess-and-select-candidates) — trigger: The offer owner accepts the decision package.
- upstream: Establish Compensation Range and Employment Parameters (/processes/establish-compensation-range) — trigger: A selected candidate advances to offer.
- downstream: Onboard the New Hire (/processes/onboard-new-hire) — trigger: The accepted offer is complete enough for onboarding planning.

## Measures
- Offer outcome pattern: Accepted, declined, withdrawn, and expired offers by relevant context; descriptive and not a causal measure of offer quality.
- Offer package completeness: Issued offers satisfying required controls divided by all issued offers.
- Selection-to-offer time: Elapsed time from offer-intake acceptance to first authorized issue, separated into work and wait time where useful.
- Approved-version use: Candidate-facing offer events linked to an approved active version divided by all offer events.
- Offer deviation pattern: Requested, approved, rejected, and communicated deviations by component, cause, role, and authority.
- Offer consistency and candidate-treatment guardrail: Qualified review of comparable offer decisions and candidate feedback; not a legal conclusion.