Getting job offer letters is something that you should look forward to when you are looking for work. Signing one is typically the last step, and doing so promptly could mean you get a good night’s sleep knowing you’ve landed a job after all your efforts in trying to find employment.

Despite this, you shouldn’t rush your job offer letters. You need to read the fine print, because the text can be tricky. It might even be missing crucial information, such as your title, your duties, or your compensation. This might also include ‘terms and conditions’ that are non-negotiable, things that you didn’t talk about in your interviews.

In many cases, these situations happen inadvertently, but sometimes they are deliberate omissions or inclusions. A standard job offer letter isn’t an actual contract, but it can carry just as much weight, and what is or isn’t stipulated might have a direct impact on your actual contract. So, no matter how badly you’d like to sign one and start work, there are things you need to be mindful of in this very delicate stage of the hiring process. It’s in this stage that you’re in between the moment they decided to hire you but before you actually starting work and signing a formal contract.

Start things off by paying attention to your start time and date. Failing to show up at the appropriate time makes a very bad first impression. If you need time for vacation, relocation, or just serving out notice at a prior place of employment, make sure that is allowed for. Other dates and times to be mindful of include when benefits kick in, such as 401k and health insurance.

Confirm your specific job responsibilities listed in the letter. Make sure you are signing up for what you thought you were. Fewer responsibilities might mean less compensation, but more responsibilities might mean more work and stress for less compensation.

Speaking of which, make sure that your compensation package actually aligns with your expectations. If it doesn’t, then confirm with the hiring manager that there aren’t errors in place here.

If there is any kind of bonus system in place, make sure the details are laid out with precision. Any vague language might be future grounds for the employer to skate around paying you money, sinking your potential breach of contract case.

While you should have already looked at when benefits start, you also need to make sure that you are either getting the benefits you need, or at least the ones discussed during previous interviews and negotiations. Written records matter, even if you have a verbal agreement with a hiring manager, especially if you are expecting more than the company minimums listed in the employment handbook.

Also beware non-disclosure and confidentiality agreements. Many businesses include these nowadays, but there can be serious consequences if you violate them.

vDepending on the state or sector you are going to be working in, then you might should also be on the lookout for non-compete clauses, non-solicit agreements, arbitration agreements, and at-will employment status.