A Letter of Intent to Hire is commonly used in Belgian professional recruitment processes when a company wishes to formally express its intention to employ a candidate but needs to fulfill certain conditions or complete negotiations before finalizing the employment contract. This document serves as a bridge between initial verbal agreements and the final employment contract, providing both parties with a clear understanding of the proposed terms while maintaining flexibility for final negotiations. Under Belgian law, it must be carefully drafted to avoid creating binding obligations while still demonstrating good faith in the recruitment process. The document typically follows negotiations or successful interviews and precedes the formal employment contract, containing key information about the proposed position, basic terms, and conditions that need to be met before employment can commence.
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1. Letter Header: Company letterhead, date, and addressee details
2. Subject Line: Clear indication that this is a Letter of Intent to Hire
3. Opening Statement: Expression of intent to hire the candidate following successful negotiations and completion of remaining conditions
4. Position Details: Specific role, title, and department/team the candidate would join
5. Key Employment Terms: Basic terms including proposed start date, location, and reporting relationship
6. Compensation Overview: Brief outline of the proposed salary range and basic benefits package
7. Conditions Precedent: List of conditions that must be met before formal employment can begin (background checks, reference checks, work permits if applicable)
8. Non-Binding Nature: Clear statement that this is not an employment contract and final terms will be subject to a formal employment agreement
9. Validity Period: Timeframe during which this letter of intent remains valid
10. Closure: Signature blocks for both employer and candidate acknowledgment
1. Confidentiality Clause: Include when sharing sensitive information about the role or company - specifies the confidential nature of discussions and documents
2. Exclusivity Period: Include when requesting the candidate not to pursue other employment opportunities during negotiations
3. Intellectual Property: Include when the role involves significant IP concerns or when discussing pre-employment inventions
4. Language Declaration: Include when the letter is issued in a region with specific language requirements (particularly relevant in Flanders)
5. Relocation Provisions: Include when the position involves relocation assistance or international transfer
6. Pre-Employment Requirements: Include when specific certifications, training, or qualifications must be obtained before starting
1. Basic Benefits Summary: High-level overview of the standard benefits package
2. Job Description: Preliminary outline of key responsibilities and requirements
3. Required Documentation Checklist: List of documents and certificates needed before formal employment can begin
4. Timeline Overview: Expected schedule for completing pre-employment requirements and starting work
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