[{"data":1,"prerenderedAt":508},["ShallowReactive",2],{"document-negative-response-to-job-candidate_postinterview-D594":3},{"document":4,"label":29,"preview":11,"thumb":30,"thumb600":31,"description":5,"descriptionCustom":6,"apiDescription":5,"pages":8,"extension":10,"parents":32,"breadcrumb":36,"related":42,"customDescModule":181,"customdescription":6,"mdFm":182,"mdProseHtml":507},{"description":5,"descriptionCustom":6,"label":7,"pages":8,"size":9,"extension":10,"preview":11,"thumb":12,"svgFrame":13,"seoMetadata":14,"parents":16,"keywords":15},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: POST INTERVIEW LETTER Dear [Contact name], I wish to begin this letter by thanking you for applying for the job opening with our company. We appreciated the opportunity to meet with you and learn more about your interests.",null,"Negative Response to Job Candidate_Postinterview","1",513,"doc","https://templates.business-in-a-box.com/imgs/1000px/negative-response-to-job-candidate_postinterview-D594.png","https://templates.business-in-a-box.com/imgs/250px/594.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#594.xml",{"title":15,"description":6},"negative response to job candidate_postinterview",[17,20,23,26],{"label":18,"url":19},"Human Resources","/templates/human-resources/",{"label":21,"url":22},"Hire an Employee","/templates/hire-employee/",{"label":24,"url":25},"Letters to Applicant","/templates//letters-to-applicant/",{"label":27,"url":28},"Employee Letters","/templates/employee-letters/","Negative Response to Job Candidate_Postinterview Template","https://templates.business-in-a-box.com/imgs/400px/594.png","https://templates.business-in-a-box.com/imgs/600px/594.png",[33,17,20,23,26],{"label":34,"url":35},"Templates","/templates/",[37,38,39],{"label":34,"url":35},{"label":18,"url":19},{"label":40,"url":41},"Recruiting & Hiring","/templates/recruiting-and-hiring/",[43,47,51,55,59,63,67,71,75,79,83,87,91,105,120,136,151,166],{"label":44,"url":45,"thumb":46,"extension":10},"Negative Response_Qualifications","/template/negative-response_qualifications-D597","https://templates.business-in-a-box.com/imgs/250px/597.png",{"label":48,"url":49,"thumb":50,"extension":10},"Negative Response_Experience","/template/negative-response_experience-D595","https://templates.business-in-a-box.com/imgs/250px/595.png",{"label":52,"url":53,"thumb":54,"extension":10},"Emergency Response Policy","/template/emergency-response-policy-D13664","https://templates.business-in-a-box.com/imgs/250px/13664.png",{"label":56,"url":57,"thumb":58,"extension":10},"Negative Response_No Opening","/template/negative-response_no-opening-D596","https://templates.business-in-a-box.com/imgs/250px/596.png",{"label":60,"url":61,"thumb":62,"extension":10},"Emergency Response and Evacuation Policy","/template/emergency-response-and-evacuation-policy-D13663","https://templates.business-in-a-box.com/imgs/250px/13663.png",{"label":64,"url":65,"thumb":66,"extension":10},"Security Response Plan Policy","/template/security-response-plan-policy-D12686","https://templates.business-in-a-box.com/imgs/250px/12686.png",{"label":68,"url":69,"thumb":70,"extension":10},"Data Breach Response and Notification Policy","/template/data-breach-response-and-notification-policy-D13650","https://templates.business-in-a-box.com/imgs/250px/13650.png",{"label":72,"url":73,"thumb":74,"extension":10},"Response to Request for Service on Expired Warranty","/template/response-to-request-for-service-on-expired-warranty-D1341","https://templates.business-in-a-box.com/imgs/250px/1341.png",{"label":76,"url":77,"thumb":78,"extension":10},"Response to Invoice Received after Payment","/template/response-to-invoice-received-after-payment-D1340","https://templates.business-in-a-box.com/imgs/250px/1340.png",{"label":80,"url":81,"thumb":82,"extension":10},"Response to Improper Billing after Payment","/template/response-to-improper-billing-after-payment-D1339","https://templates.business-in-a-box.com/imgs/250px/1339.png",{"label":84,"url":85,"thumb":86,"extension":10},"Apology for Delayed Response","/template/apology-for-delayed-response-D1289","https://templates.business-in-a-box.com/imgs/250px/1289.png",{"label":88,"url":89,"thumb":90,"extension":10},"Credit Reference Response","/template/credit-reference-response-D262","https://templates.business-in-a-box.com/imgs/250px/262.png",{"description":92,"descriptionCustom":6,"label":93,"pages":8,"size":9,"extension":10,"preview":94,"thumb":95,"svgFrame":96,"seoMetadata":97,"parents":99,"keywords":98,"url":104},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: JOB OFFER FOR [DESCRIBE] Dear [CANDIDATE NAME]: Congratulations! [Company name] is excited to offer you the position of [job title] with an expected start date of [day, month, year] at a starting salary of [dollar amount] per [hour, year, etc.]. You can expect to receive payment [weekly, biweekly, monthly, etc.], starting on [date of first pay period]. We must wrap up a few more formalities, including the successful completion of your [background check, drug screening, reference check, etc.]. As the [job title], you will report to [manager/supervisor name and title] at [workplace location] from [hours of day, days of week]","Job Offer Letter Long","https://templates.business-in-a-box.com/imgs/1000px/job-offer-letter-long-D12769.png","https://templates.business-in-a-box.com/imgs/250px/12769.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12769.xml",{"title":98,"description":6},"job offer letter long",[100,102],{"label":18,"url":101},"human-resources",{"label":21,"url":103},"hire-employee","/template/job-offer-letter-long-D12769",{"description":106,"descriptionCustom":6,"label":107,"pages":108,"size":9,"extension":10,"preview":109,"thumb":110,"svgFrame":111,"seoMetadata":112,"parents":114,"keywords":113,"url":119},"[DATE] [CONTACT NAME] [ADDRESS] [ADDRESS 2] [CITY, STATE/PROVINCE] [ZIP/POSTAL CODE] SUBJECT: Termination of your employment Dear [Contact name], We regret to inform you that your employment with [YOUR COMPANY NAME] is terminated effective upon receipt of this letter for the following reason(s): [DETAIL REASONS] [DETAIL REASONS] [DETAIL REASONS] Please vacate the premises immediately with your personal possessions. We will forward your salary earned to date in due course together with any vacation pay to which you are entitled. Within [NUMBER] days of termination we shall issue you a statement of accrued benefits. Any insurance benefits shall continue in accordance with applicable law and/or provisions of our personnel policy. Please contact [Name], at your earliest convenience, who will explain each of these items and arrange with you for the return of any company property. Sincerely, [YOUR NAME] [YOUR TITLE] [YOUR PHONE NUMBER] [YOUREMAIL@YOURCOMPANY.COM] [IF SENT BY EMAIL YOU MAY INCLUDE THIS NOTICE]","Employee Dismissal Letter","2","https://templates.business-in-a-box.com/imgs/1000px/employee-dismissal-letter-D508.png","https://templates.business-in-a-box.com/imgs/250px/508.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#508.xml",{"title":113,"description":6},"employee dismissal letter",[115,116],{"label":18,"url":101},{"label":117,"url":118},"Employee Termination","employee-termination","/template/employee-dismissal-letter-D508",{"description":121,"descriptionCustom":6,"label":122,"pages":123,"size":9,"extension":10,"preview":124,"thumb":125,"svgFrame":126,"seoMetadata":127,"parents":129,"keywords":128,"url":135},"EMPLOYMENT AGREEMENT - AT WILL EMPLOYEE This Employment Agreement for \"At Will\" Employee (the \"Agreement\") is made and effective this [DATE], BETWEEN: [EMPLOYEE NAME] (the \"Employee\"), an individual with his main address at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Corporation\"), an entity organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Corporation hereby employs the Employee and the Employee hereby agrees to perform services as an employee of the Corporation, on an \"at will\" basis, upon the following terms and conditions: APPOINTMENT The Employee is hereby employed by the Corporation to render such services and to perform such tasks as may be assigned by the Corporation. The Corporation may, in its sole discretion, increase or reduce the duties, or modify the title and job description, of the Employee from time to time, and any such increase, reduction or modification shall not be deemed a termination of this Agreement. ACCEPTANCE OF EMPLOYMENT Employee accepts employment with the Corporation upon the terms set forth above and agrees to devote all Employee's time, energy and ability to the interests of the Corporation, and to perform Employee's duties in an efficient, trustworthy and business-like manner. DEVOTION OF TIME TO EMPLOYMENT The Employee shall devote the Employee's best efforts and substantially all of the Employee's working time to performing the duties on behalf of the Corporation. The Employee shall provide services during the hours that are scheduled by the Corporation management. The Employee shall be prompt in reporting to work at the assigned time. NO CONFLICT OF INTEREST Employee shall not engage in any other business while employed by the Corporation. Employee shall not engage in any activity that conflicts with the Employees duties to the Corporation. Employee shall not provide any service or lend any aid or assistance to any party that competes with the services offered by the Corporation. Employee shall not provide any services to clients or prospective clients of the Corporation outside of the provision of services for the Corporation, whether such services are provided with or without compensation or remuneration. CORPORATION PROPERTY Employee acknowledges and agrees that while employed by the Corporation the Employee may be provided with use of computer equipment and other property of the Corporation. The use and possession of the such items shall be subject to any policies, requirements or restrictions established by the Corporation. Such items may only be used in performance of the Employee's duties for the corporation. On request of the Corporation, the Employee shall immediately deliver any such items to the Corporation. Upon termination of employment, Employee shall have the affirmative duty to return any such item to the Corporation whether a request is made or not. The obligation to return Corporation property shall extend and include any and all work product, client property, proprietary rights, intangible property, and all other property of the corporation regardless of the form or medium. COMPENSATION The Corporation shall pay the Employee such hourly compensation as determined by the Corporation. Payment shall be at the same time as the Corporations usual payroll to other employees. BONUS & BENEFITS Payment of any bonuses shall be at the complete discretion of the Corporation. No guarantee or representation that any bonuses will be paid has been made to the Employee. Standard benefits that are provided to other non-management employees shall be offered to the Employee, subject to the Corporation's policies and the terms and conditions of such benefits. WITHHOLDING All sums payable to Employee under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. QUALIFICATIONS OF EMPLOYEE The employee shall satisfy all of the qualification that are established by the Corporation. TERM OF AGREEMENT There shall be no guaranteed term of employment. Employer acknowledges and agrees that Employee shall be an \"At Will\" Employee and that Employee's employment may be terminated at any time by the Corporation, with or without cause. FEES FROM EMPLOYEE'S WORK The Corporation shall have exclusive authority to determine the fees, or a procedure for establishing the fees, to be charged to clients by the Corporation for services that are provided by the Employee. All sums paid to the Employee or the Corporation in the way of fees, in cash or in kind, or otherwise for services of the Employee, shall, except as otherwise specifically agreed by the Corporation, be and remain the property of the Corporation and shall be included in the Corporation's name in such checking account or accounts as the Corporation may from time to time designate. CLIENTS AND CLIENT RECORDS The Corporation shall have the authority to determine who will be accepted as clients of the Corporation, and the Employee recognizes that such clients accepted are clients of the Corporation and not the Employee. All client records and files of any type concerning clients of the Corporation shall belong to and remain the property of the Corporation, notwithstanding the subsequent termination of the employment. POLICIES AND PROCEDURES The Corporation shall have the authority to establish from time to time the policies and procedures to be followed by the Employee in performing services for the Corporation. This may include, but is not necessarily limited to, employment policies, computer use policies, Internet access policies, email policies, and all other policies, procedures, directives, and mandates established by the Corporation, whether or not in written form or formally adopted. Employee shall abide by the provisions of any contract entered into by the Corporation under which the Employee provides services. Employee shall comply with the terms and conditions of any and all contracts entered by the Corporation. TERMINATION Employee acknowledges and agrees that Employee is an \"at will\" employee of the Corporation. As such, no term of employment is created hereby and employee may be terminated at any time in the sole discretion of the Corporation, whether there exists any cause for termination or not. CREATIONS AND INVENTIONS Employee acknowledges and agrees that any and all work product of the Employee that is conceived or created during the Employee's employment with the Corporation is the exclusive property of the Corporation. This shall include any and all copyrights, trade secrets, confidential information, patents, trademarks, trade dress, ideas, concepts, plans, business plans, business concepts, techniques, inventions, drawings, artwork, logos, graphics, web pages, databases, software, programs, CGI's, plug ins, applications, brochures, inventions, marketing plans and concepts, and all other ideas and work product of the Employee. The Employee acknowledges and agrees that all creations shall be \"works made for hire\" as defined in the [ACT OR CODE]. Notwithstanding the fact that this material may be considered to be a work made for hire, Employee agrees, during Employee's employment and thereafter, which covenant shall survive any termination of the employment relationship, to execute any and all documents requested by the Corporation to confirm the Corporation's ownership and control of all such material, including but not limited to assignments of copyright, confirmations of work for hire status, waivers of proprietary rights, copyright application, and any other documents requested by Corporation. RESTRICTIVE COVENANTS","Employment Agreement_At Will Employee","7","https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_at-will-employee-D541.png","https://templates.business-in-a-box.com/imgs/250px/541.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#541.xml",{"title":128,"description":6},"employment agreement_at will employee",[130,131,132],{"label":18,"url":101},{"label":21,"url":103},{"label":133,"url":134},"Legal Agreements","business-legal-agreements","/template/employment-agreement_at-will-employee-D541",{"description":137,"descriptionCustom":6,"label":138,"pages":139,"size":140,"extension":10,"preview":141,"thumb":142,"svgFrame":143,"seoMetadata":144,"parents":145,"keywords":149,"url":150},"INDEPENDENT CONTRACTOR AGREEMENT This Independent Contractor Agreement (\"Agreement\") is made and effective [Date], BETWEEN: [INDEPENDENT CONTRACTOR NAME] (the \"Independent Contractor\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] AND: [YOUR COMPANY NAME] (the \"Company\"), a company organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] RECITALS Independent Contractor is engaged in providing [Describe] business services, its Employer Tax I.D. Number is [Insert], and its Business License Number is [insert]. Independent Contractor has complied with all Federal, State, and local laws regarding business permits, sales permits, licenses, reporting requirements, tax withholding requirements, and other legal requirements of any kind that may be required to carry out said business and the Scope of Work which is to be performed as an Independent Contractor pursuant to this Agreement. Independent Contractor is or remains open to conducting similar tasks or activities for clients other than the Company and holds themselves out to the public to be a separate business entity. Company desires to engage and contract for the services of the Independent Contractor to perform certain tasks as set forth below. Independent Contractor desires to enter into this Agreement and perform as an independent contractor for the company and is willing to do so on the terms and conditions set forth below. NOW, THEREFORE, in consideration of the above recitals and the mutual promises and conditions contained in this Agreement, the Parties agree as follows: TERMS This Agreement shall be effective commencing [Date], and shall continue until terminated at the completion of the Scope of Work which shall occur no later than [Date] or by either party as otherwise provided herein. STATUS OF INDEPENDENT CONTRACTOR This Agreement does not constitute a hiring by either party. It is the parties intentions that Independent Contractor shall have an independent contractor status and not be an employee for any purposes, including, but not limited to, [laws]. Independent Contractor shall retain sole and absolute discretion in the manner and means of carrying out their activities and responsibilities under this Agreement. This Agreement shall not be considered or construed to be a partnership or joint venture, and the Company shall not be liable for any obligations incurred by Independent Contractor unless specifically authorized in writing. Independent Contractor shall not act as an agent of the Company, ostensibly or otherwise, nor bind the Company in any manner, unless specifically authorized to do so in writing. TASKS, DUTIES, AND SCOPE OF WORK Independent Contractor agrees to devote as much time, attention, and energy as necessary to complete or achieve the following: [Describe]. The above to be referred to in this Agreement as the \"Scope of Work\". It is expected that the Scope of Work will completed by [Date]. Independent Contractor shall additionally perform any and all tasks and duties associated with the Scope of Work set forth above, including but not limited to, work being performed already or related change orders. Independent Contractor shall not be entitled to engage in any activities which are not expressly set forth by this Agreement. The books and records related to the Scope of Work set forth in this Agreement shall be maintained by the Independent Contractor at the Independent Contractor's principal place of business and open to inspection by Company during regular working hours. Documents to which Company will be entitled to inspect include, but are not limited to, any and all contract documents, change orders/purchase orders and work authorized by Independent Contractor or Company on existing or potential projects related to this Agreement. Independent Contractor shall be responsible to the management and directors of Company, but Independent Contractor will not be required to follow or establish a regular or daily work schedule. Supply all necessary equipment, materials and supplies. Independent Contractor will not rely on the equipment or offices of Company for completion of tasks and duties set forth pursuant to this Agreement. Any advice given Independent Contractors regarding the scope of work shall be considered a suggestion only, not an instruction. Company retains the right to inspect, stop, or alter the work of Independent Contractor to assure its conformity with this Agreement. ASSURANCE OF SERVICES Independent Contractor will assure that the following individuals (the \"Key Employees\") will be available to perform, and will perform, the Services hereunder until they are completed (identify by title and name as applicable): [Name of Key Employee, Title] [Name of Key Employee, Title] The Key Employees may be changed only with the prior written approval of the Company, which approval shall not be unreasonably withheld. COMPENSATION Independent Contractor shall be entitled to compensation for performing those tasks and duties related to the Scope of Work as follows: [Describe] Such compensation shall become due and payable to Independent Contractor in the following time, place, and manner: [Describe] NOTICE CONCERNING WITHHOLDING OF TAXES Independent Contractor recognizes and understands that it will receive a [specify tax] statement and related tax statements, and will be required to file corporate and/or individual tax returns and to pay taxes in accordance with all provisions of applicable Federal and State law. Independent Contractor hereby promises and agrees to indemnify the Company for any damages or expenses, including attorney's fees, and legal expenses, incurred by the Company as a result of independent contractor's failure to make such required payments. AGREEMENT TO WAIVE RIGHTS TO BENEFITS Independent Contractor hereby waives and foregoes the right to receive any benefits given by Company to its regular employees, including, but not limited to, health benefits, vacation and sick leave benefits, profit sharing plans, etc. This waiver is applicable to all non-salary benefits which might otherwise be found to accrue to the Independent Contractor by virtue of their services to Company, and is effective for the entire duration of Independent Contractor's agreement with Company. This waiver is effective independently of Independent Contractor's employment status as adjudged for taxation purposes or for any other purpose. Neither this Agreement, nor any duties or obligations under this Agreement may be assigned by either party without the consent of the other. TERMINATION This Agreement may be terminated prior to the completion or achievement of the Scope of Work by either party giving [number] days written notice. Such termination shall not prejudice any other remedy to which the terminating party may be entitled, either by law, in equity, or under this Agreement. NON-DISCLOSURE OF TRADE SECRETS, CUSTOMER LISTS AND OTHER PROPRIETARY INFORMATION Independent Contractor agrees not to disclose or communicate, in any manner, either during or after Independent Contractor's agreement with Company, information about Company, its operations, clientele, or any other information, that relate to the business of Company including, but not limited to, the names of its customers, its marketing strategies, operations, or any other information of any kind which would be deemed confidential, a trade secret, a customer list, or other form of proprietary information of Company. Independent Contractor acknowledges that the above information is material and confidential and that it affects the profitability of Company. ","Independent Contractor Agreement","6",62,"https://templates.business-in-a-box.com/imgs/1000px/independent-contractor-agreement-D160.png","https://templates.business-in-a-box.com/imgs/250px/160.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#160.xml",{"title":6,"description":6},[146],{"label":147,"url":148},"Consultant & Contractors","consulting-contractor-business","independent contractor agreement","/template/independent-contractor-agreement-D160",{"description":152,"descriptionCustom":6,"label":153,"pages":154,"size":9,"extension":10,"preview":155,"thumb":156,"svgFrame":157,"seoMetadata":158,"parents":160,"keywords":159,"url":165},"NON-DISCLOSURE AGREEMENT (NDA) This Non-Disclosure Agreement (the \"Agreement\") is made and effective [DATE], BETWEEN: [YOUR COMPANY NAME] (the \"Disclosing Party\"), a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [YOUR COMPLETE ADDRESS] AND: [RECEIVING PARTY NAME] (the \"Receiving Party\"), an individual with his main address located at OR a corporation organized and existing under the laws of the [State/Province] of [STATE/PROVINCE], with its head office located at: [COMPLETE ADDRESS] WHEREAS, Receiving Party has been or will be engaged in the performance of work on [DESCRIBE]; and in connection therewith will be given access to certain confidential and proprietary information; and WHEREAS, Receiving Party and Disclosing Party wish to evidence by this Agreement the manner in which said confidential and proprietary material will be treated. NOW, THEREFORE, it is agreed as follows: NON-DISCLOSURE OF CONFIDENTIAL INFORMATION Both Parties understand and agree that each Party may have access to the confidential information of the other party. For the purposes of this Agreement, \"Confidential Information\" means proprietary and confidential information about the Disclosing Party's (or it's suppliers') business or activities. Such information includes all business, financial, technical, and other information marked or designated by such Party as \"confidential\" or \"proprietary.\" Confidential Information also includes information which, by the nature of the circumstances surrounding the disclosure, ought in good faith to be treated as confidential. For the purposes of this Agreement, Confidential Information does not include: Information that is currently in the public domain or that enters the public domain after the signing of this Agreement. Information a Party lawfully receives from a third Party without restriction on disclosure and without breach of a non-disclosure obligation. Information that the Receiving Party knew prior to receiving any Confidential Information from the Disclosing Party. Information that the Receiving Party independently develops without reliance on any Confidential Information from the Disclosing Party. Each Party agrees that it will not disclose to any third Party or use any Confidential Information disclosed to it by the other Party except when expressly permitted in writing by the other Party. Each Party also agrees that it will take all reasonable measures to maintain the confidentiality of all Confidential Information of the other Party in its possession or control. TERM The term of this Agreement is [number] of [years/months] from the date of execution by both Parties. TITLE The Receiving Party agrees that all Confidential Information furnished by the Disclosing Party shall remain the sole property of the Disclosing Party. DISCLAIMER","Non Disclosure Agreement Nda","3","https://templates.business-in-a-box.com/imgs/1000px/non-disclosure-agreement-nda-D12692.png","https://templates.business-in-a-box.com/imgs/250px/12692.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#12692.xml",{"title":159,"description":6},"non disclosure agreement nda",[161,162],{"label":133,"url":134},{"label":163,"url":164},"Confidentiality Agreements","confidentiality-agreement","/template/non-disclosure-agreement-nda-D12692",{"description":167,"descriptionCustom":6,"label":168,"pages":169,"size":170,"extension":10,"preview":171,"thumb":172,"svgFrame":173,"seoMetadata":174,"parents":175,"keywords":179,"url":180},"EMPLOYMENT AGREEMENT FOR AN EXECUTIVE This Employment Agreement for an Executive (the \"Agreement\") is made and effective this [Date], BETWEEN: [EXECUTIVE NAME] (the \"Executive\"), an individual with his main address at: AND: [COMPANY NAME] (the \"Company\"), an entity organized and existing under the laws of the [STATE/PROVINCE], with its head office located at: Recitals In consideration of the covenants and agreements herein contained and the moneys to be paid hereunder, the Company hereby employs the Executive and the Executive hereby agrees to perform services as an Executive of the Company, upon the following terms and conditions: TERM The Company hereby employs Executive to serve as [position] and to serve in such additional or different position or positions as the Company may determine in its sole discretion. The term of employment shall be for a period of [NUMBER] years (\"Employment Period\") to commence on [DATE], unless earlier terminated as set forth herein. The effective date of this Agreement shall be the date first set forth above, and it shall continue in effect until the earlier of: The effective date of any subsequent employment agreement between the Company and the Executive; The effective date of any termination of employment as provided elsewhere herein; or [NUMBER] year(s) from the effective date hereof, provided, that this Employment Agreement shall automatically renew for successive periods of [NUMBER] years each unless either party gives written notice to other that it does not wish to automatically renew this Agreement, which written notice must be received by the other party no less than [NUMBER] days and no more than [NUMBER] days prior to the expiration of the applicable term. Duties and Responsibilities Executive will be reporting to [IDENTIFY]. Within the limitations established by the By-laws of the Company, the Executive shall have each and all of the duties and responsibilities of that position and such other or different duties on behalf of the Company, as may be assigned from time to time by [identify what person or body may assign additional responsibilities]. Location The initial principal location at which Executive shall perform services for the Company shall be [location]. Acceptance of Employment Executive accepts employment with the Company upon the terms set forth above and agrees to devote all Executive's time, energy and ability to the interests of the Company, and to perform Executive's duties in an efficient, trustworthy and business-like manner. Devotion of Time to Employment The Executive shall devote the Executive's best efforts and substantially all of the Executive's working time to performing the duties on behalf of the Company. The Executive shall provide services during the normal business hours of the Company as determined by the Company. Reasonable amounts of time may be allotted to personal or outside business, charitable and professional activities and shall not constitute a violation of this Agreement provided such activities do not materially interfere with the services required to be rendered hereunder. QUALIFICATIONS The Executive shall, as a condition of this Agreement, satisfy all of the qualification that are reasonably and in good faith established by the Board of Directors. Compensation Base Salary Executive shall be paid a base salary (\"Base Salary\") at the annual rate of [salary], payable in bi-weekly installments consistent with Company's payroll practices. The annual Base Salary shall be reviewed on or before [DATE] of each year, unless Executive's employment hereunder shall have been terminated earlier pursuant to this Agreement, starting on [agreed upon date] by the Board of Directors of the Company to determine if such Base Salary should be increased for the following year in recognition of services to the Company. In consideration of the services under this Agreement, Executive shall be paid the aggregate of basic compensation, bonus and benefits as hereinafter set forth. Payment Payment of all compensation to Executive hereunder shall be made in accordance with the relevant Company policies in effect from time to time, including normal payroll practices. Bonus From time to time, the Company may pay to Executive a bonus out of net revenues of the Company. Payment of any bonus compensation shall be at the sole discretion of the Board of Directors or the Executive committee of the Board of Directors and the Executive shall have no entitlement to such amount absent a decision by the Company as aforesaid to make such bonus compensation. Executive shall also be entitled to a bonus determined as follows: [DESCRIBE] Benefits The Company shall provide Executive with such benefits as are provided to other senior management Of the Company. Benefits shall include at a minimum (i) paid vacation of [NUMBER] days per year, at such times as approved by the Board of Directors, (ii) health insurance coverage under the same terms as offered to other Executives of the Company, (iii) retirement and profit sharing programs as offered to other Executives of the Company, (iv) paid holidays as per the Company's policies, and (v) such other benefits and perquisites as are approved by the Board of Directors. The Company has the right to modify conditions of participation, terminate any benefit, or change insurance plans and other providers of such benefits in its sole discretion. The Executive shall be reimbursed for out of pocket expenses that are pre-approved by the Company, subject to the Company's policies and procedures therefore, and only for such items that are a necessary and integral part of the Executive's job functions. NonDeductible Compensation In the event a deduction shall be disallowed by the Internal Revenue Service or a court of competent jurisdiction for federal income tax purposes for all or any part of the payment made to Executive by the Company or any other shareholder or Executive of the Company, shall be required by the Internal Revenue Service to pay a deficiency on account of such disallowance, then Executive shall repay to the Company or such other individual required to make such payment, an amount equal to the tax imposed on the disallowed portion of such payment, plus any and all interest and penalties paid with respect thereto. The Company or other party required to make payment shall not be required to defend any proposed disallowance or other action by the Internal Revenue Service or any other state, federal, or local taxing authorities. Withholding All sums payable to Executive under this Agreement will be reduced by all federal, state, local, and other withholdings and similar taxes and payments required by applicable law. Other Employment Benefits Business Expenses Upon submission of itemized expense statements in the manner specified by the Company, Executive shall be entitled to reimbursement for reasonable travel and other reasonable business expenses duly incurred by Executive in the performance of his duties under this Agreement. Benefit Plans Executive shall be entitled to participate in the Company's medical and dental plans, life and disability insurance plans and retirement plans pursuant to their terms and conditions. Executive shall be entitled to participate in any other benefit plan offered by the Company to its Executives during the term of this Agreement (other than stock option or stock incentive plans, which are governed by Section 3(d) below). Nothing in this Agreement shall preclude the Company or any affiliate of the Company from terminating or amending any Executive benefit plan or program from time to time. Vacation Executive shall be entitled to [agreed upon number of time] weeks of vacation each year of full employment, exclusive of legal holidays, as long as the scheduling of Executive's vacation does not interfere with the Company's normal business operations.","Employment Agreement Executive","12",97,"https://templates.business-in-a-box.com/imgs/1000px/employment-agreement_executive-D543.png","https://templates.business-in-a-box.com/imgs/250px/543.png","https://templates.business-in-a-box.com/svgs/docviewerWebApp1.html?v6#543.xml",{"title":6,"description":6},[176,177,178],{"label":18,"url":101},{"label":21,"url":103},{"label":133,"url":134},"employment agreement executive","/template/employment-agreement-executive-D543",false,{"seo":183,"reviewer":195,"quick_facts":199,"at_a_glance":202,"personas":206,"variants":231,"glossary":257,"clauses":288,"how_to_fill":329,"common_mistakes":365,"faqs":390,"industries":418,"comparisons":435,"diy_vs_lawyer":449,"jurisdictions":462,"related_template_ids_curated":483,"schema":494,"classification":495},{"meta_title":184,"meta_description":185,"primary_keyword":186,"secondary_keywords":187},"Negative Response To Job Candidate Post-Interview Template (Free Word)","Free post-interview rejection letter template for HR teams. Professionally declines candidates after interviews while reducing legal exposure. Free Word and PDF download.","post-interview rejection letter template",[188,189,190,191,192,193,194],"negative response to job candidate template","rejection letter after interview template","job candidate rejection email template","post-interview decline letter","candidate rejection letter word","hr rejection letter template free","professional rejection letter after interview",{"name":196,"credential":197,"reviewed_date":198},"Bruno Goulet","CEO, Business in a Box","2026-05-02",{"difficulty":200,"legal_review_recommended":201,"signature_required":201},"medium",true,{"what_it_is":203,"when_you_need_it":204,"whats_inside":205},"A Negative Response to Job Candidate Post-Interview is a formal written communication an employer sends to an interviewed candidate to inform them they have not been selected for the position. This free Word download gives HR teams and hiring managers a legally defensible, professionally worded template they can edit online and export as PDF — closing the hiring loop without creating discrimination liability or contractual obligations.\n","Use it immediately after a hiring decision is made for any candidate who completed at least one interview, whether in-person, by phone, or by video. Sending a timely, written notice protects the employer legally and preserves the candidate's experience with your brand.\n","Employer and candidate identification, reference to the specific role and interview date, a clear declination statement, optional brief rationale, a goodwill close, and a signature block. Each element is drafted to avoid language that could be construed as discriminatory or as an implied promise of future employment.\n",[207,211,215,219,223,227],{"title":208,"use_case":209,"icon_asset_id":210},"HR managers","Standardizing post-interview rejections across departments to reduce legal risk","persona-hr-manager",{"title":212,"use_case":213,"icon_asset_id":214},"Small business owners","Professionally declining candidates without an in-house legal team to review language","persona-small-business-owner",{"title":216,"use_case":217,"icon_asset_id":218},"Hiring managers","Closing out candidate pipelines after final-round interviews for departmental roles","persona-operations-director",{"title":220,"use_case":221,"icon_asset_id":222},"Startup founders","Notifying early-stage candidates promptly while maintaining a positive employer brand","persona-startup-founder",{"title":224,"use_case":225,"icon_asset_id":226},"Staffing agencies","Issuing rejections on behalf of client employers after placement interviews","persona-staffing-agency",{"title":228,"use_case":229,"icon_asset_id":230},"Corporate recruiters","Managing high-volume candidate pipelines with a consistent, compliant rejection process","persona-international-employer",[232,236,239,243,247,251,254],{"situation":233,"recommended_template":234,"slug":235},"Declining a candidate after a first-round phone or video screen","Negative Response to Job Candidate (Pre-Interview)","negative-response-to-job-candidate_postinterview-D594",{"situation":237,"recommended_template":238,"slug":235},"Declining a candidate after a multi-round final interview","Negative Response to Job Candidate Post-Interview",{"situation":240,"recommended_template":241,"slug":242},"Declining an internal employee who applied for a promotion","Internal Candidate Rejection Letter","letter-of-rejection-for-job-applicant-D13496",{"situation":244,"recommended_template":245,"slug":246},"Placing a candidate on hold for a future opening","Candidate Hold Letter","hold-harmless-agreement-D12882",{"situation":248,"recommended_template":249,"slug":250},"Rescinding an offer already extended to a candidate","Job Offer Rescission Letter","job-offer-letter-long-D12769",{"situation":252,"recommended_template":253,"slug":235},"Declining a candidate after a resume review with no interview","Negative Response to Job Application Letter",{"situation":255,"recommended_template":256,"slug":242},"Sending a rejection with an invitation to apply for a different role","Rejection with Alternate Role Referral Letter",[258,261,264,267,270,273,276,279,282,285],{"term":259,"definition":260},"Post-Interview Rejection","A formal written notice sent to a job candidate who has completed one or more interviews but has not been selected for the position.",{"term":262,"definition":263},"Adverse Action Notice","A legally required written notification — most common in consumer credit contexts but increasingly applied in hiring — informing an applicant of a negative decision and, in some jurisdictions, the reasons for it.",{"term":265,"definition":266},"Disparate Impact","An unintentional employment practice that disproportionately disadvantages a protected group, even if the policy appears neutral on its face.",{"term":268,"definition":269},"Protected Characteristic","A personal attribute — such as race, sex, age, disability, religion, or national origin — that employment laws prohibit employers from using as the basis for hiring decisions.",{"term":271,"definition":272},"At-Will Employment","An employment relationship (common in most US states) that either party may end at any time for any lawful reason — but the hiring stage is governed by anti-discrimination law regardless of at-will status.",{"term":274,"definition":275},"Employer Brand","The reputation and perception a company holds as a place to work, shaped significantly by how it treats candidates throughout the hiring process — including rejections.",{"term":277,"definition":278},"Selection Criteria","The documented, job-related standards an employer uses to evaluate and compare candidates — qualifications, skills, experience, and competencies.",{"term":280,"definition":281},"Talent Pool","A database or pipeline of vetted candidates an employer keeps on file for future openings, often populated by strong candidates who were not selected for the original role.",{"term":283,"definition":284},"EEOC","The US Equal Employment Opportunity Commission — the federal agency that enforces federal employment discrimination laws and investigates discrimination charges filed by candidates or employees.",{"term":286,"definition":287},"Record Retention","The obligation to keep hiring-related documents — applications, interview notes, rejection letters — for a defined period (typically 1–3 years in the US) to respond to audits or discrimination claims.",[289,294,299,304,309,314,319,324],{"name":290,"plain_english":291,"sample_language":292,"common_mistake":293},"Date and Employer Identification","States the date the letter is issued and identifies the employer — full legal entity name, address, and the name and title of the signatory.","[DATE] | [EMPLOYER LEGAL NAME] | [ADDRESS] | [CITY, STATE, ZIP] | [SIGNATORY NAME], [TITLE]","Using a personal email address or informal name instead of the company's official letterhead details — this weakens the document's standing as official employer correspondence.",{"name":295,"plain_english":296,"sample_language":297,"common_mistake":298},"Candidate Identification and Role Reference","Addresses the candidate by full name and references the specific position title and the date(s) of the interview, so there is no ambiguity about which application is being declined.","Dear [CANDIDATE FULL NAME], Thank you for taking the time to interview for the position of [JOB TITLE] on [INTERVIEW DATE(S)].","Omitting the interview date or using a generic 'recent interview' reference. If the candidate applied for multiple roles, this creates confusion and can look careless or dismissive.",{"name":300,"plain_english":301,"sample_language":302,"common_mistake":303},"Clear Declination Statement","A direct, unambiguous sentence informing the candidate they have not been selected for the role. Vague language increases the risk of misunderstanding and potential legal disputes.","After careful consideration, we have decided to move forward with another candidate whose qualifications more closely match the requirements of the role at this time.","Using language like 'we have decided not to proceed with your application at this time' without clarity on what 'at this time' means — candidates may interpret this as a future commitment.",{"name":305,"plain_english":306,"sample_language":307,"common_mistake":308},"Neutral Rationale Statement (Optional)","A brief, job-criteria-based explanation for the decision. When included, it must refer only to qualifications, experience, or skills — never to personal characteristics.","We were seeking a candidate with [SPECIFIC SKILL OR EXPERIENCE LEVEL] in [AREA], which was identified as a critical requirement for this role.","Providing a rationale that references personal observations about the candidate's age, accent, appearance, or cultural background — even phrased as a compliment, this creates discrimination liability.",{"name":310,"plain_english":311,"sample_language":312,"common_mistake":313},"Confidentiality of Selection Process","A brief statement that the employer's selection criteria, interview scores, and comparative candidate assessments are confidential and will not be shared.","Please note that our internal evaluation and selection process, including assessments of all candidates considered for this role, is confidential.","Omitting this clause and then verbally sharing comparative interview feedback with the rejected candidate — creating a paper trail that could be used in a discrimination claim.",{"name":315,"plain_english":316,"sample_language":317,"common_mistake":318},"Talent Pool or Future Opportunities Clause","An optional, carefully worded invitation to be considered for future roles — included only when genuine and worded to avoid creating an expectation or implied promise of employment.","We were impressed by your background and, with your permission, would like to retain your details for consideration in future opportunities that may align with your experience.","Using this clause as a consolation phrase without any intent to follow through. If a candidate later applies again and is rejected a second time, the inconsistency can be used as evidence of discriminatory intent.",{"name":320,"plain_english":321,"sample_language":322,"common_mistake":323},"Goodwill and Professional Close","A brief, sincere closing that thanks the candidate for their time, acknowledges the effort of the interview process, and wishes them well — preserving goodwill and protecting employer brand.","We appreciate the time and effort you invested in the interview process and wish you every success in your job search and future career.","Using overly formulaic language like 'we will keep your CV on file' without the confidentiality and talent pool clause — this creates an implied record-retention promise you may not be able to fulfill.",{"name":325,"plain_english":326,"sample_language":327,"common_mistake":328},"Signature Block","Identifies the signatory by name, title, and department, with a handwritten or e-signature. The letter should be signed by the HR manager or direct hiring manager — not an anonymous 'Hiring Team'.","Sincerely, [SIGNATORY NAME] | [TITLE] | [DEPARTMENT] | [EMPLOYER LEGAL NAME] | [EMAIL] | [PHONE]","Signing as 'The Hiring Team' or 'HR Department' without an individual's name. Anonymous rejections are perceived as dismissive, damage employer brand, and in some jurisdictions may not satisfy the requirement for a signed written communication.",[330,335,340,345,350,355,360],{"step":331,"title":332,"description":333,"tip":334},1,"Enter the employer's legal name and contact details","Use the full registered legal name of the employing entity, not a trading name or abbreviation. Include the company address and the signatory's name and title.","Set up a letterhead version of the template once with your company details pre-filled — this prevents inconsistencies across high-volume hiring cycles.",{"step":336,"title":337,"description":338,"tip":339},2,"Address the candidate by full name","Use the candidate's full name as provided on their application. Avoid 'Dear Applicant' or 'Dear Candidate' — personalization is both more professional and reduces the appearance of a mass-rejection process.","Double-check the spelling of the candidate's name against their resume or application before sending — misspelling a name in a rejection letter is a memorable brand failure.",{"step":341,"title":342,"description":343,"tip":344},3,"Reference the specific role and interview date","State the exact job title and include the date of the most recent interview. If there were multiple rounds, reference the final interview date.","If your ATS tracks interview dates, pull this data directly rather than relying on memory — accuracy here prevents the letter from being challenged as misdirected.",{"step":346,"title":347,"description":348,"tip":349},4,"Write the declination statement in plain, direct language","State clearly that the candidate was not selected. Use past tense and refer to business criteria — 'we have selected a candidate whose experience more closely aligns with the role requirements' — not personal comparisons.","Read the declination sentence aloud before finalizing. If it sounds apologetic to the point of ambiguity, it needs to be clearer.",{"step":351,"title":352,"description":353,"tip":354},5,"Decide whether to include a rationale","A rationale is optional. If included, limit it to one sentence referencing a documented, job-related criterion. If you are uncertain whether your rationale references a protected characteristic even indirectly, omit it.","Have HR or legal review any rationale language before including it in the template — a single problematic phrase repeated across hundreds of rejections becomes a class-action trigger.",{"step":356,"title":357,"description":358,"tip":359},6,"Add the talent pool clause only if you mean it","Include the invitation to retain the candidate's details only for roles where you genuinely anticipate future openings at a comparable level and intend to follow through.","If your ATS does not have a talent pool feature or you do not plan to action it, omit this clause entirely — a promise you cannot keep is worse than no promise at all.",{"step":361,"title":362,"description":363,"tip":364},7,"Sign and send within 48–72 hours of the hiring decision","The signatory should be the HR manager or the direct hiring manager. Send the letter via email with the PDF attached, or by post for senior roles where a physical letter is customary.","Set a rejection-letter SLA in your hiring process — 48 hours from decision to send. Candidates who interview and hear nothing for two weeks post-interview are the most likely to leave negative employer-brand reviews.",[366,370,374,378,382,386],{"mistake":367,"why_it_matters":368,"fix":369},"Referencing protected characteristics in the rationale","Even a complimentary reference to age, accent, appearance, or cultural background in a rejection letter can be cited as direct evidence of discriminatory intent in an EEOC complaint or employment tribunal claim.","Limit any rationale to documented, job-related criteria — specific skills, years of experience in a defined area, or a required certification. If in doubt, omit the rationale entirely.",{"mistake":371,"why_it_matters":372,"fix":373},"Sending a rejection weeks after the interview with no interim communication","Long delays signal disrespect for the candidate's time and consistently generate negative employer-brand reviews on platforms like Glassdoor, which prospective candidates and future hires read.","Establish an internal SLA of 48–72 hours from hiring decision to rejection letter. Automate a holding message at the 5-business-day mark if the decision is still pending.",{"mistake":375,"why_it_matters":376,"fix":377},"Using vague language that implies a future commitment","Phrases like 'not at this time' or 'we will definitely keep you in mind' can be interpreted as a promise of future consideration — and when that candidate applies again and is declined, the inconsistency can appear pretextual.","Use definitive language for the current decision ('we have decided to move forward with another candidate') and conditional language for any future reference ('if a suitable opportunity arises, we may be in touch').",{"mistake":379,"why_it_matters":380,"fix":381},"Signing as 'The Hiring Team' without an individual's name","Anonymous rejections feel dismissive and, in jurisdictions that require a signed written communication, may not satisfy the formal requirement. They also prevent the candidate from knowing who to address if they have a legitimate follow-up query.","Always include an individual's full name, title, and direct contact information in the signature block — even if that person is an HR coordinator rather than the hiring manager.",{"mistake":383,"why_it_matters":384,"fix":385},"Storing rejection letters separately from the candidate's application file","If a discrimination claim is filed, you need to produce the full hiring record — application, interview notes, and rejection letter — as a single coherent file. Fragmented records look like incomplete or altered documentation.","Attach the sent rejection letter to the candidate's record in your ATS or HR system at the time of sending, and retain it for the jurisdiction-required period (minimum 1 year in the US under EEOC record-retention rules).",{"mistake":387,"why_it_matters":388,"fix":389},"Providing verbal feedback that contradicts the written letter","If a recruiter calls a candidate to soften the blow and says something inconsistent with the written letter — or reveals a selection rationale not in the letter — the verbal communication can be introduced as evidence in a discrimination claim.","Align all verbal and written communications before either is delivered. If you offer verbal feedback, script it from the same documented, job-criteria-based rationale used in the letter.",[391,394,397,400,403,406,409,412,415],{"question":392,"answer":393},"What is a post-interview rejection letter?","A post-interview rejection letter is a formal written communication an employer sends to a job candidate who completed one or more interviews but was not selected for the position. It closes the hiring loop professionally, informs the candidate of the decision clearly, and creates a documented record of the employer's hiring process — which can be important if a discrimination complaint is ever filed.\n",{"question":395,"answer":396},"Are employers legally required to send a rejection letter after an interview?","In most jurisdictions, there is no universal legal obligation to send a rejection letter after an interview. However, failure to communicate a decision — particularly after multiple interview rounds — creates employer-brand damage and may complicate discrimination defenses. Some jurisdictions and regulated industries have specific record-keeping and notification requirements that make written rejection notices effectively mandatory in practice.\n",{"question":398,"answer":399},"What should a post-interview rejection letter include?","At minimum: the employer's name and contact details, the candidate's full name, a reference to the specific role and interview date, a clear and direct declination statement, an optional brief rationale limited to documented job criteria, a professional goodwill close, and a signed individual name and title. Do not include references to protected characteristics, personal observations, or language that implies a future hiring commitment.\n",{"question":401,"answer":402},"Can a rejection letter create legal liability for the employer?","Yes, if it contains language that references a protected characteristic — even indirectly or positively — or language that contradicts the documented selection criteria used in the hiring process. A poorly worded rationale in a rejection letter has been used as direct evidence in discrimination claims. Using a legally reviewed template with neutral, criteria-based language significantly reduces this risk.\n",{"question":404,"answer":405},"Should a rejection letter explain why the candidate was not selected?","Including a rationale is optional and carries legal risk if not carefully worded. When included, it should reference only documented, job-related criteria — specific skills, required certifications, or years of experience in a defined area. Never reference interview impressions about personality, communication style, or cultural fit without a documented, objective definition of those criteria tied to the role.\n",{"question":407,"answer":408},"How soon after a hiring decision should the rejection letter be sent?","Best practice is within 48–72 hours of the hiring decision. Delays beyond five business days — particularly after multiple interview rounds — generate negative employer-brand reviews and create the impression that the candidate was kept as a backup option. For senior roles, a phone call followed by a written letter on the same day is considered standard.\n",{"question":410,"answer":411},"How long should employers retain post-interview rejection letters?","In the US, EEOC regulations require employers with 15 or more employees to retain all hiring records — including rejection letters — for a minimum of one year from the date of the hiring decision or the date the record was created, whichever is later. In Canada, provincial human rights legislation typically requires a two-year retention period. The UK Equality Act and GDPR considerations in the EU generally recommend six months to one year. Consult legal counsel for your specific jurisdiction.\n",{"question":413,"answer":414},"Can a candidate use a rejection letter as evidence in a discrimination claim?","Yes. A rejection letter is a document produced by the employer and can be introduced as evidence in an EEOC charge, employment tribunal claim, or civil lawsuit. This is precisely why neutral, criteria-based language is essential. Rejection letters that contain subjective observations, references to protected characteristics, or statements inconsistent with the documented selection rationale are among the most damaging exhibits in discrimination cases.\n",{"question":416,"answer":417},"Is it appropriate to offer feedback to a rejected candidate in the letter?","Detailed performance feedback in a rejection letter is generally not recommended, as it creates a written record of subjective assessments that can be challenged. If feedback is offered — which some employers do for final-round candidates as a goodwill gesture — it should be limited to one or two documented, job-criteria-based observations and should be scripted in advance by HR to ensure consistency across all candidates in the same hiring process.\n",[419,423,427,431],{"industry":420,"icon_asset_id":421,"specifics":422},"Technology / SaaS","industry-saas","High-volume technical hiring means rejection letters must be templated for consistency; candidates often share experiences publicly, making employer-brand language especially important.",{"industry":424,"icon_asset_id":425,"specifics":426},"Financial Services","industry-fintech","Regulated hiring processes in banking and financial services require documented record-keeping of all candidate communications, including rejections, to satisfy audits and licensing body requirements.",{"industry":428,"icon_asset_id":429,"specifics":430},"Healthcare","industry-healthtech","Credential and licensure requirements are common objective criteria for rejections; letters must reference these documented requirements carefully to avoid disability or national-origin discrimination claims.",{"industry":432,"icon_asset_id":433,"specifics":434},"Professional Services","industry-professional-services","Law firms, consulting firms, and accounting practices handle competitive hiring processes with multiple rounds; post-final-round rejections for senior candidates often require a phone call followed by a formal written letter.",[436,440,443,446],{"vs":437,"vs_template_id":438,"summary":439},"Negative Response to Job Application (Pre-Interview)","D{PREINTERVIEW_REJECTION_ID}","A pre-interview rejection is sent after reviewing a resume or application, before any interview takes place. A post-interview rejection is sent after the candidate has invested time in one or more interviews. Post-interview letters carry higher legal and brand stakes and require more careful language because the employer has had direct, documented interaction with the candidate.",{"vs":441,"vs_template_id":250,"summary":442},"Job Offer Letter","A job offer letter is the affirmative counterpart — it confirms selection, states compensation, and initiates the employment relationship. A rejection letter closes out the candidate's application with no employment obligation. Both should be issued promptly after the hiring decision and signed by an authorized individual.",{"vs":107,"vs_template_id":444,"summary":445},"employee-dismissal-letter-D508","An employee dismissal letter terminates an existing employment relationship and carries statutory notice, severance, and procedural requirements. A post-interview rejection letter declines a candidate before employment begins and carries no termination obligations — but carries its own anti-discrimination compliance requirements.",{"vs":249,"vs_template_id":447,"summary":448},"D{OFFER_RESCISSION_ID}","A job offer rescission letter withdraws an offer already extended to a candidate — after acceptance, it may create a breach of contract claim depending on the jurisdiction and how the offer was worded. A post-interview rejection letter is issued before any offer is made and carries no contractual employment obligations, though it must still comply with anti-discrimination law.",{"use_template":450,"template_plus_review":454,"custom_drafted":458},{"best_for":451,"cost":452,"time":453},"Standard post-interview rejections for non-executive roles where hiring criteria are documented and consistent","Free","5–10 minutes per letter",{"best_for":455,"cost":456,"time":457},"High-volume hiring processes, final-round executive rejections, or any situation where a protected-class candidate was interviewed","$150–$400 for an HR attorney or employment counsel review of the template","1–3 days for the review; 5 minutes per letter thereafter",{"best_for":459,"cost":460,"time":461},"Post-interview rejections where a discrimination complaint is anticipated, a candidate has already retained legal counsel, or the company operates in a heavily regulated or unionized environment","$500–$2,000+ per letter or situation","3–7 days",[463,468,473,478],{"code":464,"name":465,"flag_asset_id":466,"note":467},"us","United States","flag-us","Title VII of the Civil Rights Act, the ADA, the ADEA, and EEOC regulations prohibit discrimination in hiring based on race, sex, age (40+), disability, religion, and national origin. Employers with 15 or more employees must retain hiring records — including rejection letters — for at least one year. Some states, including California and New York, impose additional protected categories and shorter adverse-action timelines. At-will employment doctrine does not apply at the pre-hire stage.",{"code":469,"name":470,"flag_asset_id":471,"note":472},"ca","Canada","flag-ca","Each province's Human Rights Code prohibits discrimination in hiring on grounds including race, sex, age, disability, religion, and sexual orientation. Ontario's Human Rights Code and BC's Human Rights Code are among the most actively enforced. Employers are generally advised to retain hiring records for two years. Quebec employers must comply with the Charter of Human Rights and Freedoms, and French-language requirements may apply to written communications issued in Quebec.",{"code":474,"name":475,"flag_asset_id":476,"note":477},"uk","United Kingdom","flag-uk","The Equality Act 2010 prohibits discrimination in recruitment on the basis of nine protected characteristics, including age, disability, race, religion, sex, and sexual orientation. Rejected candidates have three months from the act of discrimination to file a tribunal claim. UK GDPR requires that candidate personal data collected during the interview process be retained for no longer than necessary — typically six months to one year — and that candidates be informed of the retention period.",{"code":479,"name":480,"flag_asset_id":481,"note":482},"eu","European Union","flag-eu","The EU Employment Equality Framework Directive prohibits discrimination in hiring across all member states on grounds of religion, disability, age, and sexual orientation. GDPR requires that candidate data — including rejection letters — be retained for only as long as necessary and that candidates be informed of their right to access, correct, or delete their personal data. Retention periods vary by member state, typically ranging from six months (Germany) to one year (France). Some member states require employers to provide a written statement of reasons for rejection on request.",[250,444,484,485,486,487,488,489,490,491,492,493],"employment-agreement_at-will-employee-D541","independent-contractor-agreement-D160","non-disclosure-agreement-nda-D12692","employment-agreement-executive-D543","fixed-term-contract-D13225","remote-work-agreement-D13282","temporary-employment-contract-D12734","employee-handbook-D712","reference-check-letter-D601","purchase-order-D1411",{"emit_how_to":201,"emit_defined_term":201},{"primary_folder":101,"secondary_folder":496,"document_type":497,"industry":498,"business_stage":499,"tags":500,"confidence":506},"recruiting-and-hiring","letter","general","all-stages",[501,502,503,504,505],"hiring","recruiting","rejection-letter","candidate-communication","post-interview",0.95,"\u003Ch2>What is a Negative Response to Job Candidate Post-Interview?\u003C/h2>\n\u003Cp>A \u003Cstrong>Negative Response to Job Candidate Post-Interview\u003C/strong> is a formal written communication an employer sends to a job candidate who has completed one or more interviews but has not been selected for the position. Unlike an informal email or a verbal "we'll be in touch," this document provides a clear, signed, legally defensible record of the employer's hiring decision — identifying both parties, referencing the specific role and interview, stating the declination directly, and closing professionally. Because the candidate has already invested significant time in the process, the letter's language must be precise: it closes the application without creating an implied future employment obligation, without referencing protected characteristics, and without contradicting the documented selection criteria used to make the decision.\u003C/p>\n\u003Ch2>Why You Need This Document\u003C/h2>\n\u003Cp>Failing to send a written post-interview rejection — or sending one with careless language — exposes your organization on two fronts simultaneously. Legally, a rejected candidate who belongs to a protected class and receives no written communication, or receives a letter with language that references personal observations rather than documented job criteria, has a stronger foundation for an EEOC complaint or employment tribunal claim. Practically, candidates who interview and hear nothing consistently post negative employer-brand reviews that your future hires will read. A clearly worded, promptly delivered rejection letter demonstrates that your hiring process is fair, documented, and respectful — which is the first line of defense in any discrimination inquiry and the single most cost-effective investment in your employer reputation. This template gives HR teams and hiring managers a legally reviewed, neutral starting point they can deploy in under ten minutes, with the structure and language already calibrated to minimize liability across multiple jurisdictions.\u003C/p>\n",1781186026464]