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Official agent skill

Hiring Review

by anthropics in anthropics/claude-for-legal

Review an offer letter and any restrictive covenants — jurisdiction check included.

OfficialApache-2.0Auto-check passed

Install Hiring Review

skills CLI
$ npx skills add anthropics/claude-for-legal --skill hiring-review -a claude-code

Project install by default; add -g for ~/.claude/skills/.

GitHub CLI
$ gh skill install anthropics/claude-for-legal hiring-review --agent claude-code

Project scope by default; add --scope user for a personal install. Needs GitHub CLI 2.90.0 or later (public preview).

Manual copy
$ git clone --depth 1 https://github.com/anthropics/claude-for-legal.git skills-src && mkdir -p .claude/skills && cp -r skills-src/employment-legal/skills/hiring-review .claude/skills/hiring-review && rm -rf skills-src

Use ~/.claude/skills/ instead of .claude/skills for a personal install. The folder must contain SKILL.md.

Claude Code skills documentation · loads skills from .claude/skills/

Facts

Skill name
hiring-review
GitHub stars
9.6k
Used in
2 other repos
Token cost
~3.3k tokens
SKILL.md length
1,545 words
Files
1
Skills in repo
147
Repo updated
First seen
Licence
Apache-2.0

At a glance

Review an offer letter and any restrictive covenants — jurisdiction check included.

  • Works in 5 steps: Jurisdiction → Classification → Restrictive covenants → …
  • The user says review this offer
  • SKILL.md covers Matter context, Purpose, Load context and Output header, plus 5 more sections
  • Instructions only: no scripts, shell commands, URLs or credentials in SKILL.md

What it does

Hiring Review is an agent skill from anthropics/claude-for-legal, published by the product's own GitHub organization. Review an offer letter and any restrictive covenants — jurisdiction check included. Substantive rules (covenant enforceability, pay-transparency, salary-history limits, exemption criteria) are researched per hire, not stored. Use when the user says "review this offer", "can we use a non-compete here", "check this offer letter", "hiring in [state]", or attaches an offer.

Its SKILL.md is about 3.3k tokens, which your agent loads only when the skill is triggered. It is a single SKILL.md file with no bundled scripts.

The repository describes itself as: A suite of plugins for legal workflows. The licence is Apache-2.0.

When your agent uses it

  • The user says review this offer
  • Can we use a non-compete here
  • Check this offer letter
  • Hiring in [state]

Example prompts

  • “review this offer”
  • “can we use a non-compete here”
  • “check this offer letter”
  • “/hiring-review”

Workflow steps

5 steps, taken from the step headings in SKILL.md.

  1. Jurisdiction
  2. Classification
  3. Restrictive covenants
  4. Jurisdiction-specific requirements
  5. Offer letter content

What it can do on your machine

Read from SKILL.md and the folder at commit 4a6c651. It shows what the files ask for, not the result of running them.

  • Tool permissions

    Pre-approves nothing: there is no allowed-tools line, so your agent's usual permission prompts apply.

    From allowed-tools in the SKILL.md frontmatter.

  • Runs code

    No scripts in the folder and no shell commands in SKILL.md (its code samples are markdown).

    From the folder's file list and the shell code blocks in SKILL.md.

  • Network

    No URLs in SKILL.md.

    From URLs in SKILL.md, links to its own repository left out.

  • Credentials

    Names no API keys, tokens, secrets or passwords.

    From names ending in _API_KEY, _TOKEN, _SECRET, _KEY or _PASSWORD in SKILL.md.

Context cost

Hiring Review loads about 3.3k tokens when it runs. Until then it costs about 97 tokens; SKILL.md has 1,545 words of instructions outside code blocks.

Always · name and description, kept in context so the agent knows when to use it
~97
When it runs · the whole SKILL.md, loaded when a task matches
~3.3k

Estimates: characters ÷ 4, the usual rule of thumb; real counts depend on the model's tokenizer. Scripts and assets cost tokens only if the agent reads them.

Safety

Auto-check passed

The automated check found no risky patterns in SKILL.md.

Automated static check — not a guarantee. Review scripts before installing. It scans the text of SKILL.md for risky patterns (piping downloads into a shell, reading credential files, hidden Unicode, destructive commands); files beside SKILL.md are not scanned.

SKILL.md

The full file from anthropics/claude-for-legal at commit 4a6c651, republished under its Apache-2.0 licence (© anthropics). 1,545 words, ~3,323 tokens.

Download SKILL.mdSave it as .claude/skills/hiring-review/SKILL.md (or your agent's skills folder).
name
hiring-review
description
Review an offer letter and any restrictive covenants — jurisdiction check included. Substantive rules (covenant enforceability, pay-transparency, salary-history limits, exemption criteria) are researched per hire, not stored. Use when the user says "review this offer", "can we use a non-compete here", "check this offer letter", "hiring in [state]", or attaches an offer.
argument-hint
[offer letter file, or describe the hire]

/hiring-review

  1. Load ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md → jurisdictional footprint, hiring review triggers, restrictive covenant policy.
  2. Use the workflow below.
  3. Check: jurisdiction, classification, restrictive covenants, background check compliance.
  4. Flag anything that hits the jurisdiction-specific escalation table.

Matter context

Matter context. Check ## Matter workspaces in the practice-level CLAUDE.md. If Enabled is ✗ (the default for in-house users), skip the rest of this paragraph — skills use practice-level context and the matter machinery is invisible. If enabled and there is no active matter, ask: "Which matter is this for? Run /employment-legal:matter-workspace switch <slug> or say practice-level." Load the active matter's matter.md for matter-specific context and overrides. Write outputs to the matter folder at ~/.claude/plugins/config/claude-for-legal/employment-legal/matters/<matter-slug>/. Never read another matter's files unless Cross-matter context is on.

Purpose

Offer letters are mostly boilerplate until they're not. The jurisdiction check and the restrictive-covenant check are where this skill earns its keep. The skill does not state the law — every jurisdiction-specific rule is researched and cited at the time of review.

Load context

~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md → jurisdictional footprint, hiring review triggers, restrictive covenant policy, offer letter template location.

Output header

Prepend the work-product header from ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md → ## Outputs (it differs by user role — see ## Who's using this).

Workflow

Step 1: Jurisdiction

Where will this person work? Not where HQ is — where they are.

If remote: their home state/country governs. If hybrid: usually their home state, but check the offer letter's choice-of-law clause (may or may not hold up).

Check the jurisdiction table in ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md for this state/country. If it's not in the table — new jurisdiction — flag that: "First hire in [state]. The jurisdiction table doesn't cover this. Research needed before offer goes out."

Step 2: Classification

Exempt or non-exempt? The offer should say, and the role should support it.

TestCheck
Salary basisPaid a fixed salary regardless of hours?
Salary levelAbove the applicable federal and state thresholds?
Duties testDoes the role actually involve the exempt duties?

Research before calling exemption. Identify the currently operative salary thresholds (federal and state — several states index annually and several have tiered thresholds by employer size) and the applicable duties test(s) for the role. Cite primary sources. Verify currency.

If the offer says exempt but the role description does not support the exempt duties — flag it. Misclassification is expensive.

Step 3: Restrictive covenants

If the offer includes a non-compete, customer non-solicit, employee non-solicit, or confidentiality/IP assignment:

Research enforceability before advising. For the employee's jurisdiction, identify the currently operative rules on each restrictive covenant in the offer. Non-compete enforceability in particular has shifted in multiple states in recent years through legislation, agency action, and litigation — do not rely on prior memory of which states permit non-competes. Note:

  • The specific type of covenant (non-compete, customer non-solicit, employee non-solicit, confidentiality/trade-secret, IP assignment) — each has its own rules.
  • Any salary or income threshold that conditions enforceability.
  • Any notice, consideration, or garden-leave requirements.
  • Any industry-specific carve-outs (e.g., healthcare, broadcasting).
  • Duration and geographic-scope reasonableness tests.
  • Choice-of-law and choice-of-forum enforceability for out-of-state covenants. Cite primary sources. Verify currency.

Per ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md restrictive covenant policy: does this hire even get one? Some companies use them selectively. Apply the house policy first, then research overlays from the jurisdiction.

No silent supplement. If a research query to the configured legal research tool returns few or no results for the jurisdiction's exemption thresholds, restrictive-covenant rules, pay-transparency law, or any other item you're researching, report what was found and stop. Do NOT fill the gap from web search or model knowledge without asking. Say: "The search returned [N] results from [tool]. Coverage appears thin for [jurisdiction / topic]. Options: (1) broaden the search query, (2) try a different research tool, (3) search the web — results will be tagged [web search — verify] and should be checked against a primary source before relying, or (4) flag as unverified and stop. Which would you like?" A lawyer decides whether to accept lower-confidence sources.

Source attribution. Tag every citation in the review with where it came from: [Westlaw], [CourtListener], or the MCP tool name for citations retrieved from a legal research connector; [web search — verify] for web-search citations; [model knowledge — verify] for citations recalled from training data; [user provided] for citations the user supplied. Citations tagged verify carry higher fabrication risk and should be checked first. Never strip or collapse the tags.

Step 4: Jurisdiction-specific requirements

Check the ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md table for this jurisdiction. Common categories to research for each hire:

  • Pay transparency — does the jurisdiction require a salary range in the posting? If so, is this offer within the posted range? Research the current rule (including any recent amendments or new enforcement guidance).
  • Ban-the-box — does the jurisdiction or locality restrict the timing or scope of criminal-history inquiries?
  • Salary-history limits — is the jurisdiction one that restricts asking about or relying on prior salary? Research current rules and recent amendments.
  • Required offer-letter or onboarding notices — some jurisdictions require specific notices at offer or hire (wage-notice statutes, sick-leave notices, etc.). Research what is currently required and whether a template exists.

Cite primary sources. Verify currency.

Show full SKILL.md (716 more words)Show less
Step 5: Offer letter content

Read the letter. Check:

Employment-at-will is US-only. "At-will" means either party can terminate without cause or notice (subject to statutory exceptions). This concept does not exist outside the US:

  • US (most states): At-will is the default. Offer letters often include "at-will" language to defeat implied-contract arguments. Check that it's present if US.
  • Montana: Not at-will — Wrongful Discharge from Employment Act requires cause after probation.
  • UK: No at-will. Employees have statutory protections from day 1 (unfair dismissal after 2 years of service, automatic unfair dismissal for protected reasons from day 1). The offer letter must contain the written statement of particulars (ERA 1996 s.1): pay, hours, notice period, holidays, pension, disciplinary/grievance procedures.
  • EU: No at-will. Termination requires cause, notice, and often works council consultation or collective redundancy procedures. The offer letter requirements vary by member state but notice periods and written particulars are standard.
  • Australia: No at-will. Fair Work Act minimum notice periods, unfair dismissal protections, NES.
  • Canada: No at-will. Common law reasonable notice (can be months), ESA minimums, wrongful dismissal exposure.
  • Singapore, other APAC: No at-will. Employment Act and contract-based protections.

Check for at-will language ONLY if the jurisdiction is US. For non-US jurisdictions, check instead for: notice period (and whether it meets statutory minimum), the written-statement particulars the jurisdiction requires, probation period terms, and any jurisdiction-specific mandatory clauses.

Never recommend adding at-will language to a non-US offer letter. It's legally meaningless, it can conflict with mandatory statutory terms, and it signals to the employee's lawyer that the employer didn't understand the jurisdiction.

  • At-will language present and not undermined elsewhere (US only — see above)
  • Contingencies clear (background check, reference, I-9 if US / right-to-work verification for the applicable jurisdiction)
  • Start date, title, salary, reporting structure stated
  • Equity terms (if any) consistent with the plan
  • Integration clause so the letter is the whole deal
  • For non-US: notice period meets statutory minimum, jurisdiction's required written-statement particulars included, probation period compliant with local rules

Output

Jurisdiction assumption. This review applies the rules of the employee's work jurisdiction identified in Step 1. Enforceability of restrictive covenants, exemption thresholds, pay-transparency obligations, salary-history limits, and required notices vary materially by state and locality, and several have shifted recently. If the candidate's work location changes, or the role spans jurisdictions, this review may not apply as written.

markdown
[WORK-PRODUCT HEADER — per plugin config ## Outputs — differs by role; see `## Who's using this`]

## Hiring Review: [Candidate] — [Role] — [Jurisdiction]

**Overall:** [Clear to send | Changes needed | Escalate]

### Jurisdiction: [State/Country]
[Jurisdiction table entry. Any auto-escalate triggers that fire.]

### Classification
[Exempt/non-exempt call, grounded in researched thresholds and duties test.
Any flags.]

### Restrictive covenants
[If any. Enforceability call per researched jurisdiction rules, with pinpoint
cites and currency note. Suggested changes.]

### Jurisdiction-specific requirements
[Pay transparency, notices, salary-history rules, etc. — each researched and
cited, or flagged as needing research.]

### Offer letter
[Any issues with the letter itself]

### Action items
- [ ] [specific change needed before sending]

Consequential-action gate (make an offer)

Before producing a "Clear to send" recommendation or a final offer letter for signature: Read ## Who's using this in ~/.claude/plugins/config/claude-for-legal/employment-legal/CLAUDE.md. If the Role is Non-lawyer:

Making an offer has legal consequences — the letter is a contract, and restrictive covenants, classification, and jurisdiction-specific terms are difficult to reset once sent. Have you reviewed this offer with an attorney? If yes, proceed. If no, here's a brief to bring to them:

  • Candidate, role, jurisdiction (where they'll actually work)
  • Classification call (exempt/non-exempt) and why
  • Restrictive covenants in the offer and the enforceability analysis
  • Jurisdiction-specific requirements that apply (pay transparency, wage notices, salary-history rules)
  • Open questions and what's unresolved
  • What could go wrong (misclassification liability, unenforceable non-compete, missing required notice, conflicting at-will language)
  • What to ask the attorney (is this the right form for this jurisdiction; can we use our standard non-compete here; what notices need to go with the letter)

If you need to find an attorney, solicitor, barrister, or other authorised legal professional: contact your professional regulator (state bar in the US, SRA/Bar Standards Board in England & Wales, Law Society in Scotland/NI/Ireland/Canada/Australia, or your jurisdiction's equivalent) for a referral service.

Do not produce a "Clear to send" output past this gate without an explicit yes. A marked-DRAFT flagged for attorney review is fine.

Close with the next-steps decision tree

End with the next-steps decision tree per CLAUDE.md ## Outputs. Customize the options to what this skill just produced — the five default branches (draft the X, escalate, get more facts, watch and wait, something else) are a starting point, not a lock-in. The tree is the output; the lawyer picks.

What this skill does not do

  • Draft the offer letter — reviews it.
  • Make the hire decision — checks the paperwork.
  • State restrictive-covenant or exemption rules from memory — every jurisdiction-specific call is based on researched, cited sources verified for currency.
  • Research a new jurisdiction in depth on its own — flags that research is needed, and uses wage-hour-qa or outside counsel to fill in.

© anthropics, Apache-2.0. Rendered from Markdown: HTML in the file is shown as text, images as links, and headings moved down two levels. Raw file

Files

Just SKILL.md in employment-legal/skills/hiring-review of anthropics/claude-for-legal.

Open the folder on GitHubat commit 4a6c651

Used in 2 other repositories

We found 2 copies of this SKILL.md (exact, near-identical or edited) in other folders, from 2 other GitHub owners. This page covers the copy in anthropics/claude-for-legal, which our catalogue first saw on October 7, 2026.

Compare with similar skills

Hiring Review next to the 5 skills that share the most tags, products or categories with it. Stars are the repository's; “used in” counts other GitHub owners with a copy.

Hiring Review compared with similar skills
SkillStarsUsed inTokensAuto-checkLicenceRepo updated
Hiring Review this skillanthropics/claude-for-legal9.6k2 repos~3.3kAutomated safety check: PassApache-2.0
Offer Lettermohitagw15856/pm-claude-skills1.4k—~1.1kAutomated safety check: PassMIT
Offerssickn33/agentic-awesome-skills47k1 repos~2.4kAutomated safety check: PassMIT
Property Offer Lettermohitagw15856/pm-claude-skills1.4k—~1.1kAutomated safety check: PassMIT
Offer Appointmentsickn33/agentic-awesome-skills47k1 repos~3.9kAutomated safety check: PassMIT
Offer Negotiationreactive-resume/reactive-resume44k—~10kAutomated safety check: PassMIT

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Questions about Hiring Review

What does Hiring Review do?

Review an offer letter and any restrictive covenants — jurisdiction check included. Hiring Review is an agent skill from anthropics/claude-for-legal, published by the product's own GitHub organization. Review an offer letter and any restrictive covenants — jurisdiction check included.

When should I use Hiring Review?

Hiring Review fits situations like: the user says review this offer; can we use a non-compete here; check this offer letter; hiring in [state].

How do I install Hiring Review in Claude Code?

Run `npx skills add anthropics/claude-for-legal --skill hiring-review -a claude-code`. Or copy the skill folder (employment-legal/skills/hiring-review in anthropics/claude-for-legal) into .claude/skills/hiring-review in your project. Claude Code loads it when a task matches its description.

How do I install Hiring Review in Codex?

Run `npx skills add anthropics/claude-for-legal --skill hiring-review -a codex`. Or copy the skill folder (employment-legal/skills/hiring-review in anthropics/claude-for-legal) into .agents/skills/hiring-review in your project. Codex loads it when a task matches its description.

Can I use Hiring Review in Cursor, Gemini CLI or GitHub Copilot?

Cursor, Gemini CLI, GitHub Copilot and OpenCode also load SKILL.md folders. With the skills CLI, run `npx skills add anthropics/claude-for-legal --skill hiring-review -a cursor` (or -a gemini-cli, github-copilot or opencode for the others). To copy it by hand, put the folder in .cursor/skills/hiring-review, .gemini/skills/hiring-review, .github/skills/hiring-review and .opencode/skills/hiring-review in your project.

What does Hiring Review need to run?

SKILL.md names no scripts, command-line tools or credentials: Hiring Review is instructions for the agent only.

Does Hiring Review access the network?

SKILL.md contains no URLs. Any network use would come from the scripts or tools the agent runs. This is read from the text; nothing was executed.

Is Hiring Review safe to install?

Our automated static check of SKILL.md found no risky patterns, such as piping downloads into a shell, reading credential files or hidden Unicode. It is not a guarantee. Review the folder before installing.

What licence does Hiring Review use?

Hiring Review is published under the Apache-2.0 licence (the repository's licence). It allows redistribution, so the full SKILL.md is shown on this page.

How many tokens does Hiring Review use?

About 3.3k tokens (SKILL.md is roughly 13k characters). Agents keep only the skill's name and description in context until a task matches; then they load SKILL.md in full.

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Skills that share tags, products or a category with Hiring Review: Offer Letter (mohitagw15856/pm-claude-skills, 1.4k stars), Offers (sickn33/agentic-awesome-skills, 47k stars), Property Offer Letter (mohitagw15856/pm-claude-skills, 1.4k stars) and Offer Appointment (sickn33/agentic-awesome-skills, 47k stars). The comparison table on this page puts their stars, adoption, token cost, safety result and licence side by side.

Who maintains Hiring Review?

anthropics (a GitHub organization, an official publisher) maintains it in anthropics/claude-for-legal, which has 9,633 GitHub stars. The repository holds 147 skills in this directory. The repository was last updated on September 29, 2026.

Source: anthropics/claude-for-legal on GitHub. Facts on this page come from the repository at the commit we read; the author's words are quoted as theirs.