Draft the offer from an editable template, send it for the candidate to accept or decline, and track the status without leaving the pipeline.
Editable offer templates
Start from a warm, on-brand template with placeholders for name, role, company and more, filled in automatically.
Send & get a decision
The candidate is emailed to accept or decline, and stays in the Offer stage until they respond.
Track every offer
See at a glance who's been offered, who's accepted, and who declined, right on the candidate profile.
Handle the follow-up
Re-send, adjust, or close out an offer, with the whole thread kept on the record.
No copying details into a separate doc, no chasing a reply in email. The offer lives where the rest of the hire does.
By the time an offer goes out, the hard work is supposed to be done. The role is scoped, the candidate is picked, the team has agreed. Then the process quietly falls apart: a document gets emailed from someone's personal inbox, the base salary gets typed in by hand, and nobody can say for certain which version the candidate actually opened. Days later, a hiring manager asks whether the offer was accepted, and the honest answer is "let me check." That gap between deciding to hire and confirming the hire is where good candidates go cold and good data disappears. Offer management in Aster closes that gap by keeping the letter, the send, and the answer in one place.
How it works
Start from a template
Pick an offer template and Aster auto-fills the placeholders: candidate name, role, start date, compensation, and company details pulled straight from the record. The recruiter edits only what is specific to this offer, so every letter reads consistently and nobody is retyping boilerplate under deadline pressure, or copying an old offer and hoping nothing important got left behind.
Send for a decision
Send the offer directly to the candidate for a clear accept or decline. There is no separate email thread to lose track of and no PDF attachment sitting in a personal inbox. The candidate responds, and that response becomes part of the record instead of a message someone has to forward along.
Track status on the profile
Every offer, and its current status, sits right on the candidate's profile alongside the resume, scorecards, and interview history. Anyone with access can see at a glance whether an offer is out, accepted, or declined, without pinging the recruiter or hunting through an inbox for the last update, or keeping a separate spreadsheet in sync.
Adjust and keep history
If terms change, re-send an adjusted offer without losing the thread. Every version stays attached to the candidate, so the full negotiation is visible later. When an offer is accepted, the welcome email goes out automatically, so the handoff from recruiting to onboarding starts the moment the candidate says yes, without anyone needing to remember the next step.
In depth
Most offer letters are 90 percent the same words with 10 percent that actually changes: a name, a title, a number, a date. Aster's offer templates are built around that reality. Instead of opening a blank document or copying last quarter's offer and hoping every reference to the old candidate got scrubbed, a recruiter picks a template and Aster auto-fills the placeholders from the candidate profile and the role: name, position, department, start date, reporting line, and the company details attached to the workspace. What is left to edit is the part that actually needs a human decision, the compensation figure, a start date that reflects a real conversation, or a benefit that was negotiated on a call.
This does not just save time. It removes the specific failure mode where a base salary field from a previous offer survives a copy-paste and reaches a candidate unnoticed. Templates are editable, so different roles or seniority levels can each have their own version. The result is an offer that looks and reads like it came from an organized company, because the parts that should never vary do not.
Most offer letters are 90 percent the same words with 10 percent that actually changes: a name, a title, a number, a date. Aster's offer templates are built around that reality. Instead of opening a blank document or copying last quarter's offer and hoping every reference to the old candidate got scrubbed, a recruiter picks a template and Aster auto-fills the placeholders from the candidate profile and the role: name, position, department, start date, reporting line, and the company details attached to the workspace. What is left to edit is the part that actually needs a human decision, the compensation figure, a start date that reflects a real conversation, or a benefit that was negotiated on a call.
This does not just save time. It removes the specific failure mode where a base salary field from a previous offer survives a copy-paste and reaches a candidate unnoticed. Templates are editable, so different roles or seniority levels can each have their own version. The result is an offer that looks and reads like it came from an organized company, because the parts that should never vary do not.
In practice
A fast-growing team hiring five roles at once
A startup running five open reqs in parallel has offers moving at different speeds: one candidate is negotiating, one accepted yesterday, one has not responded in three days. Instead of a recruiter keeping this straight across five email threads and a spreadsheet, every offer sits on its candidate's profile with a clear status. The hiring manager who only cares about their one role can check that profile directly, and the recruiter can spot the offer that has gone quiet for three days without digging through old messages.
FAQ
The templates are fully editable, so you write the wording that matches your company and your legal requirements, and Aster reuses it every time by auto-filling the placeholders that change per candidate: name, role, start date, compensation, and the company details tied to your workspace. You are not locked into fixed language, and you can maintain different templates for different roles or seniority levels if the terms or tone should vary, say, one template for individual contributors and a different one for management hires. Because the placeholders auto-fill from the candidate's record, the recruiter is only ever editing what is specific to that one offer, not retyping the parts of the letter that should read the same every time.
The offer is sent to the candidate and they respond directly with an accept or decline, and that response is recorded against their profile immediately. There is no separate portal to log into or account to create. This replaces the pattern of a candidate replying "yes" to an email that a recruiter then has to manually note somewhere else, which is exactly the step where offers get lost track of. Once the candidate responds, that accept or decline shows up on their profile right away, so a hiring manager checking in on the role sees the real answer instead of asking the recruiter to relay it secondhand.
Offer status lives on the candidate's profile, right alongside the resume, scorecards, and interview history, so anyone with pipeline access can see whether an offer is sent, accepted, declined, or still pending without asking the recruiter directly. There is no separate offer tracker or spreadsheet to keep updated in parallel with the actual pipeline. This matters most when several offers are moving at once across different roles, since a hiring manager or team lead can check the one candidate they care about without needing a status meeting, and the recruiter running several reqs at a time is not reconstructing where each offer stands from memory before every conversation.
You can adjust the terms and re-send it, and the full thread stays attached to the candidate, the original offer, the candidate's response, and every revision after it. Nothing gets overwritten, so if a hiring manager or a candidate later asks what was offered at each point, the record answers that directly instead of relying on someone's memory of the conversation. This comes up most often with a counteroffer, a start date that shifts because of a notice period, or a title revised after one more internal conversation, and in every case the candidate simply receives the updated offer rather than a second document that looks unrelated to the first.
Accepting the offer triggers the welcome email automatically, so the candidate hears from you the moment they say yes rather than waiting for a recruiter to manually send the next message. It does not replace a full onboarding system, but it closes the immediate gap between "accepted" and "heard from us again," which is often where new hires get their first impression of how organized the company actually is. Because it is tied to the acceptance itself rather than to a recruiter remembering to send it, every candidate gets the same prompt response regardless of how many other offers or open roles that recruiter happens to be juggling that week.
Aster's role-based access controls apply to offers the same way they apply to the rest of the candidate profile, so you decide who can see compensation specifics versus who only needs to see that an offer is out and its status. This keeps sensitive figures limited to the people who should see them while still letting the broader hiring team track progress without needing to ask around. A hiring manager can watch a candidate move from offer to accepted without ever seeing the salary line, while the recruiter and anyone else with the right permissions can see the full letter, keeping compensation conversations contained without shutting the rest of the team out of knowing where things stand.
An offer is the moment a hiring process either holds together or quietly falls apart, and most of the ways it falls apart are avoidable: a stale template, a lost email, a status nobody can confirm. Aster treats the offer like the rest of the pipeline, a record attached to the candidate, visible to the people who need it, and consistent every time it is used. Draft from a template that already knows the candidate and the role, send it and get a real answer back, adjust it without losing the history, and let an acceptance move straight into a welcome email without anyone having to remember the next step. It is a small stage, but it is the one candidates remember most, and it deserves to run as cleanly as everything before it.
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