Sign offer letters online, free. Accepted in minutes.

Yes. An offer letter a candidate accepts and signs electronically is binding in the United States under the federal ESIGN Act of 2000 and state UETA laws, and in the EU under the eIDAS regulation, as long as four things are present: the candidate intended to sign, consented to sign electronically, the signature is attributed to them, and a record is retained. Document eSign captures all four on every accepted offer. Keep in mind that most US employment is at-will, so a signed offer confirms the terms both sides agreed to rather than guaranteeing a fixed period of employment - the wording of the letter still governs. Each accepted offer comes back sealed with a SHA-256 hash, an embedded PAdES-B signature, a certificate of completion, and the full audit trail, so you have provable evidence of who accepted and when.

Yes. Set an accept-by date on the offer so the candidate sees a clear deadline to respond, and set an expiry on the document itself so the link stops working once that date passes. Before the deadline, you can watch the status in real time and send a one-click reminder if the candidate has not opened the offer yet, which keeps the decision moving without an awkward follow-up email. This matters most when you are competing with another company's offer: a visible deadline gives the candidate a reason to decide now rather than sit on it. If the date passes without acceptance, you can extend or reissue the offer in a couple of clicks rather than rebuilding it from scratch.

Yes. Signing runs entirely in the mobile browser, so a candidate can review and accept an offer from a phone or tablet with nothing to install and no app to download. They tap the secure link in their email, read the comp and the terms, agree to the electronic-signing consent, and sign to accept by typing or drawing - producing the same legally binding signature and audit trail they would get on a laptop. This is the whole reason offers move fast this way: a candidate weighing your offer against another can say yes from wherever they are, the moment they decide, instead of waiting until they are back at a computer. The accepted, sealed offer lands in your workspace the instant they finish.

No. The candidate opens a secure link from their email and signs directly in the browser on any phone, tablet, or laptop, with nothing to install and no account to create. They read the offer, agree to the electronic-signing consent, and sign to accept by typing or drawing, which produces the same legally binding signature and the same audit trail as any other method. Removing the sign-up step is part of what keeps acceptance fast - a candidate is not going to abandon your offer because they hit a registration wall. The only person who needs a Document eSign account is you, the recruiter or hiring manager who builds the offer and sends it out.

Yes. Verify your domain and send the offer from your own email address with your logo and accent color on the notification and the signing page, so the candidate sees your brand from the first email through to the moment they accept, not a generic vendor template. That branding matters for an offer specifically: this is the document that welcomes someone into your company, and it should feel like joining you rather than signing through a third party. Keep the offer as a template so the layout and your branding are set once and reused for every candidate, with merge fields filling in the name, role, salary, and start date automatically for each person you send to.

Yes. Write any contingencies directly into the offer letter - a background check, a reference check, proof of work authorization, or a start date conditional on those clearing - just as you would in a paper offer, and the candidate signs the letter with that wording in it. Because the accepted PDF is sealed with a tamper-evident signature, the exact terms the candidate agreed to are locked into the record: nobody can quietly edit a contingency after acceptance without the seal flagging the file as altered. If you commonly use the same contingency language, keep it in your offer template so it is on every letter by default, and adjust the wording per role when a particular hire needs different conditions.

Yes. Add the hiring manager as a second signer and route the offer so the candidate signs to accept first and the manager counter-signs after - or reverse the order if you want the offer countersigned before it goes out. Both signatures live on one document with a single audit trail, rather than two separate files to reconcile, and each person is notified at their turn. When the last signature lands, the fully executed offer is sealed and both parties receive the same certified copy. This gives you a clean, countersigned record that the offer was made on your company's authority and accepted by the candidate, with timestamps for each step in the chain.

Every offer shows its live status in your dashboard - sent, viewed, and accepted - so you can see the moment a candidate opens the letter and the moment they sign to accept, without refreshing your inbox or chasing a reply. You can also be notified the instant acceptance lands. The accepted offer carries an append-only audit trail and a certificate of completion that records each event in order with the candidate's email, IP address, approximate location, device, and timestamp, so you have provable evidence of who accepted and when. Knowing acceptance has landed the second it happens lets you start onboarding right away instead of discovering a signed offer sitting in your inbox a day later.