{"id":5902,"date":"2024-09-04T15:20:37","date_gmt":"2024-09-04T15:20:37","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=5902"},"modified":"2025-07-24T15:05:26","modified_gmt":"2025-07-24T15:05:26","slug":"conditional-job-offers-what-they-are-and-when-to-use-them","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/recruitment\/conditional-job-offers-what-they-are-and-when-to-use-them\/","title":{"rendered":"Conditional job offers: what they are and when to use them"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Natasha K. A. Wiebusch<\/strong>, <strong>JD<\/strong>, Brightmine Marketing Content Manager<\/p>\n<\/div>\n\n\n\n<p class=\"\">Conditional job offers are more than just popular. One might even say they&#8217;re standard. Remember that time your employer completed a background check on you? Or called your references?<\/p>\n\n\n\n<p class=\"\">Your job offer was likely contingent on you passing that background check\u2026 or at least one of your references answering the call.<\/p>\n\n\n\n<p class=\"\">As common as they are, these types of job offers have their nuances. Some conditions may not be easy to complete, or they might be impractical if you&#8217;re <a href=\"https:\/\/www.brightmine.com\/us\/solutions\/attract-retain-talent\/\">targeting top talent<\/a>. Other conditions may even be illegal. This article covers everything you need to know about conditional job offers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"what-is-a-conditional-job-offer\">What is a conditional job offer?<\/h2>\n\n\n\n<p class=\"\">A conditional job offer is an offer of employment that is contingent on the candidate meeting specific additional requirements that may or may not be disclosed in the job description. In many cases, conditional job offers include a specific date by when the candidate must meet conditions.<\/p>\n\n\n\n<p class=\"\">Conditional offers of employment are common in most industries. Recruitment teams generally use them to protect the organization and ensure the candidate is who they say they are.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"job-offer-condition-examples\">Examples of job offer conditions<\/h2>\n\n\n\n<p class=\"\">There&#8217;s certainly no shortage of additional requirements, or conditions, you can add to a job offer. The most common conditions include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Background checks.<\/li>\n\n\n\n<li class=\"\">Credit checks.<\/li>\n\n\n\n<li class=\"\">Drug testing.<\/li>\n\n\n\n<li class=\"\">Physical exams.<\/li>\n\n\n\n<li class=\"\">Proof of eligibility to work.<\/li>\n\n\n\n<li class=\"\">Reference checks.<\/li>\n\n\n\n<li class=\"\">Verification of education.<\/li>\n\n\n\n<li class=\"\">Verification of previous employment.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">If the organization is global or in search of highly skilled employees, common conditions might include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Obtaining a required certification or license.<\/li>\n\n\n\n<li class=\"\">Obtaining the appropriate visa (international employees).<\/li>\n\n\n\n<li class=\"\">Release from an existing employment contract.<\/li>\n\n\n\n<li class=\"\">Release from an exiting non-compete agreement.<\/li>\n\n\n\n<li class=\"\">Relocation to the city where the job site is.<\/li>\n\n\n\n<li class=\"\">Security clearance.<\/li>\n\n\n\n<li class=\"\">Signing a non-compete agreement.<\/li>\n\n\n\n<li class=\"\">Signing a non-disclosure agreement.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"conditional-job-offer-requirements\">Legal requirements and limitations on conditional job offers<\/h2>\n\n\n\n<p class=\"\">Conditions that you place on a job offer have to meet certain legal requirements.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Non-discrimination<\/h3>\n\n\n\n<p class=\"\">Most prominently, a conditional job offer can&#8217;t discriminate against candidates based on a protected class. Protected classes include race, sex, disability, religion, among others. To avoid discrimination, ensure that the conditions you place on a job offer are at minimum:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Not discriminatory on their face.<\/li>\n\n\n\n<li class=\"\">Applied in a non-discriminatory manner.<\/li>\n\n\n\n<li class=\"\">Relevant to the job&#8217;s requirements.<\/li>\n\n\n\n<li class=\"\">A business necessity.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Even if a condition is not obviously discriminatory, it may have a disparate impact on a group of employees. If the group is a protected class, the requirement may be discriminatory.<\/p>\n\n\n\n<p class=\"\">Below are two examples to help illustrate how conditional job offers can be discriminatory:<\/p>\n\n\n\n<div class=\"wp-block-group has-primary-purple-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-primary-white-color has-text-color has-link-color wp-elements-bdf57153f16e63bfdc736475937effb5\" style=\"font-style:normal;font-weight:500\">Example 1: The suspicious recruiter<\/h4>\n\n\n\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-45225a512d076733ef825367d79bc0d3\">A recruiter interviews a candidate who exceeds the job requirements and interviews well. However, the recruiter begins to feel &#8220;suspicious&#8221; of them. They can&#8217;t put their finger on it, but they decide to follow their gut. They decide to add a condition to the job offer that requires the candidate to pass a drug test.<\/p>\n\n\n\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-e9760bdc691ed18210e18540e4b3f116\">The test comes back positive for THC, the active ingredient in marijuana. The recruiter informs the candidate and withdraws the offer.<\/p>\n\n\n\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-ef7030bc8df9bf94961b53852543891d\">Later in the year, the company notices that they have few diverse employees. As part of their investigation, they pull data on the hiring process. When reviewing the data, they notice that many diverse candidates had their job offers withdrawn. Upon further investigation, the company realizes it has been drug testing candidates of color more than twice as often as white candidates.<\/p>\n\n\n\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-00f24d4a6c46723f096912b731e00ffe\">Here, the recruiter based their decisions to drug test candidates on suspicions that had no legitimate explanation. As a result, the company discriminated against candidates during the interview process.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-purple-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading has-primary-white-color has-text-color has-link-color wp-elements-7a35e8a561cdc52e8446b0591e967d1e\" style=\"font-style:normal;font-weight:500\">Example 2: The English proficiency exam<\/h4>\n\n\n\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-12f52000388432dc9c19628989e87466\">A company adds a condition to all job offers that requires candidates to pass a college level English proficiency exam. A Latino candidate, whose first language is Spanish, fails the exam and therefore fails to meet the condition. If the job role were to teach English, this condition would not be discriminatory. However, this candidate had applied to a janitorial position. For this role, a college level English proficiency requirement would very likely be discriminatory.<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Other limitations on conditional job offers<\/h3>\n\n\n\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a35945ca wp-block-group-is-layout-constrained\" style=\"border-bottom-left-radius:25px;border-bottom-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h4 class=\"wp-block-heading\">Drug screenings<\/h4>\n\n\n\n<p class=\"\">One of the most common conditions you&#8217;ll find on conditional job offers is a drug screening. Many states impose <a href=\"https:\/\/hrcenter.us.brightmine.com\/fifty-state-charts\/drug-testing-requirements-by-state\/50575\/\" target=\"_blank\" rel=\"noreferrer noopener\">specific requirements and limitations<\/a> on these screenings. States like Montana, Nevada and New York impose specific limitations on marijuana testing. Other states require employers to give advance notice of any drug testing requirements.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Non-compete agreements<\/h4>\n\n\n\n<p class=\"\">Most recently, the Federal Trade Commission (FTC) issued a final rule <a href=\"https:\/\/www.ftc.gov\/news-events\/news\/press-releases\/2024\/04\/ftc-announces-rule-banning-noncompetes\">banning non-compete agreements<\/a>. Several companies have since challenged the FTC&#8217;s new rule in federal court. On August 20, 2024, a federal court in Texas <a href=\"https:\/\/news.bloomberglaw.com\/us-law-week\/ftc-noncompete-ban-overturned-but-doctors-can-fight-locally\">struck the rule down<\/a>, finding FTC exceeded its authority when it created the rule. Further litigation is expected.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Credit checks<\/h4>\n\n\n\n<p class=\"\">If one of your conditions in the job offer is a credit check, you need to comply with the Fair Credit Reporting Act (FCRA). FCRA has specific notice requirements. First, you have to notify employees of the credit check ahead of time in a separate document. You also need the candidate&#8217;s consent.<\/p>\n\n\n\n<p class=\"\">Before withdrawing an offer based on the credit report, you have to provide the employee with a pre-adverse action notice. This notice must contain <a href=\"https:\/\/hrcenter.us.brightmine.com\/employment-law-guide\/preemployment-screening-and-testing-federal\/1553\/#fair-credit-reporting-act\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">certain information<\/a>.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Criminal history<\/h4>\n\n\n\n<p class=\"\">Some states and municipalities have passed &#8220;<a href=\"https:\/\/hrcenter.us.brightmine.com\/fifty-state-charts\/ban-the-box-laws-by-state-and-municipality\/7671\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">Ban the Box<\/a>&#8221; laws. These laws prohibit employers from running criminal background checks prior to making a conditional job offer. Some also require employers to complete an individual assessment of the employee&#8217;s criminal history before withdrawing its offer.<\/p>\n<\/div>\n\n\n\n<p class=\"\">There may be other requirements or prohibited conditions in your place(s) of operation. To stay compliant, review the relevant law where your company has employees before creating a conditional job offer. Also, consider contacting local counsel for assistance.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Federal laws to review when creating a conditional job offer<\/h3>\n\n\n\n<p class=\"\">The following is a list of federal laws that impose requirements relevant to conditional job offers:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Americans with Disabilities Act (ADA).<\/li>\n\n\n\n<li class=\"\">Bankruptcy Reform Act of 1978.<\/li>\n\n\n\n<li class=\"\">Fair Chance to Compete for Jobs Act of 2019.<\/li>\n\n\n\n<li class=\"\">Fair Credit Reporting Act (FCRA).<\/li>\n\n\n\n<li class=\"\">Title VII of the Civil Rights Act of 1964 (Title VII).<\/li>\n\n\n\n<li class=\"\">Immigration Reform and Control Act (IRCA).<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"when-to-make-job-offer-conditional\">When to make your job offer conditional<\/h2>\n\n\n\n<p class=\"\">As noted above, conditional job offers are a common practice among organizations in most industries. In fact, unconditional offers are rare.<\/p>\n\n\n\n<p class=\"\">So, the question may not be whether to make your job offer conditional. The better question is: Which conditions are appropriate for your organization and the job role? And, which ones aren\u2019t?<\/p>\n\n\n\n<p class=\"\">When deciding what types of conditions are appropriate for your job offer, ask yourself the following questions:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Is the condition relevant to the job role and necessary?<\/li>\n\n\n\n<li class=\"\">Are we prepared to include the condition for all job positions if necessary?<\/li>\n\n\n\n<li class=\"\">Does adding this condition align with our recruitment philosophy, our company values and our mission?<\/li>\n\n\n\n<li class=\"\">Will adding this condition make it harder for us to recruit top talent in the job market?<\/li>\n\n\n\n<li class=\"\">Are we legally required to include this condition?<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Additionally, before making a job offer conditional, review your organization&#8217;s hiring processes. You&#8217;ll want to understand what your practices have been for specific departments and for that role. If you discover your organization has used conditional job offers inconsistently, you may want to reconsider. At a minimum, you&#8217;ll need to ensure that your practices become consistent moving forward.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Responsible hiring<\/h3>\n\n\n\n<p class=\"\">Every employer needs to hire responsibly. For example, if you don&#8217;t conduct appropriate screenings, and the employee harms an employee, customer or other person, the company could become liable. Please note that whether a company is liable is a nuanced legal question that would require assistance from local counsel.<\/p>\n\n\n\n<p class=\"\">To prevent liability and other issues, employers need to establish responsible hiring processes. This will typically include ensuring all job offers include certain conditions to ensure safety, such as background checks. How involved these conditions should be will depend on the nature of the job role and the law.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">IRCA<\/h3>\n\n\n\n<p class=\"\">Under the Immigration Reform and Control Act (IRCA), employers cannot knowingly recruit or hire an &#8220;unauthorized alien.&#8221; Under the law, an unauthorized alien is someone who is not:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Lawfully admitted for permanent residence, or<\/li>\n\n\n\n<li class=\"\">Otherwise authorized to be employed in the US.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">IRCA requires all employers to verify that the candidate is eligible to work in the US. Accordingly, this will generally be a condition of employment for employers with employees in the US. To verify a candidate&#8217;s eligibility, you must complete a <a href=\"https:\/\/www.uscis.gov\/i-9\" target=\"_blank\" rel=\"noreferrer noopener\">Form I-9<\/a>, Employment Eligibility Verification. Today, employers can also use <a href=\"https:\/\/hrcenter.us.brightmine.com\/training\/e-verify-supervisor-training\/13724\/\" target=\"_blank\" rel=\"noreferrer noopener nofollow\">E-Verify<\/a> to complete verification obligations &#8211; and some employers must use it.<\/p>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-top-left-radius:25px;border-top-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-medium-font-size\">Premium resource: sample conditional employment offer letter<\/h2>\n\n\n\n<p class=\"\">If you&#8217;re providing an employee with a conditional job offer, it&#8217;s imperative that the offer letter is compliant and appropriate. Review our premium conditional employment offer letter template now:<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/letters-and-forms\/conditional-employment-offer-letter\/5836\/\" style=\"border-radius:100px\" target=\"_blank\" rel=\"noreferrer noopener\">Review now<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\">Conclusion<\/h2>\n\n\n\n<p class=\"\">Conditional job offers are common, and they&#8217;re an essential tool for recruitment teams. However, they&#8217;re not always simple, and they require close attention and consideration. To get them right, leaders need to consider their practices, goals and the legal implications.<\/p>\n\n\n\n<p class=\"\">Do you need help with your conditional job offers? Explore the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">Brightmine HR &amp; Compliance Center<\/a>, formerly XpertHR tools and resources. Click below to start your free trial today.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#what-is-a-conditional-job-offer\">What is a conditional job offer?<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#job-offer-condition-examples\">Examples of job offer conditions<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#conditional-job-offer-requirements\">Legal requirements and limitations on conditional job offers<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#when-to-make-job-offer-conditional\">When to make your job offer conditional<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organization up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/05\/13141851\/natasha-wiebusch-150x150.jpg\" alt=\"\" class=\"wp-image-4665\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/05\/13141851\/natasha-wiebusch-150x150.jpg 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/05\/13141851\/natasha-wiebusch-300x300.jpg 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/05\/13141851\/natasha-wiebusch.jpg 363w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Natasha K. A. Wiebusch, JD<\/strong><\/p>\n\n\n\n<p class=\"\">Natasha K. A. Wiebusch is the former marketing content manager at Brightmine. Before transitioning to the marketing team, she covered a variety of topics as a Brightmine legal editor, including benefits, compensation, workplace flexibility, and the future of work.<\/p>\n\n\n\n<p class=\"\">Natasha holds a Bachelor of Science in communication science and rhetorical studies from the University of Wisconsin &#8211; Madison and a juris doctor from the University of Wisconsin Law School. Prior to joining Brightmine, Natasha was a practicing attorney and HR compliance and training specialist.<\/p>\n\n\n\n<p class=\"\">Connect with Natasha on <a href=\"https:\/\/www.linkedin.com\/in\/natasha-ka-wiebusch\/\">LinkedIn<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-bbb7e64f wp-block-group-is-layout-constrained\" style=\"padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Start your free trial today<\/h2>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">Register today to gain free 7-day access to the Brightmine HR &amp; Compliance Center and stay up to date, compliant and save valuable time.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-center is-layout-flex wp-container-core-buttons-is-layout-a89b3969 wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link has-primary-white-color has-secondary-blue-background-color has-text-color has-background has-link-color wp-element-button\" href=\"https:\/\/hrcenter.us.brightmine.com\/freetrial-login\/?loggedInUrl=%2Ffreetrial%2Fnew-user%2F&amp;registrationUrl=%2Ffreetrial%2Fnew-user%2F&amp;intcmp=hrcc-resources|cta-2-col|light|banner|hrcenterus-freetrial|take-a-free-trial\" style=\"border-radius:26px\" target=\"_blank\" rel=\"noreferrer noopener\">Take a free trial<\/a><\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>As common as they are, conditional job offers have their nuances&#8230;and they need to be handled with care. Learn everything you need to know about these important hiring tools.<\/p>\n","protected":false},"author":24,"featured_media":5912,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[9],"tags":[],"topic":[21],"class_list":["post-5902","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-blogs","topic-recruitment"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Conditional job offers: what they are and when to use them | Brightmine<\/title>\n<meta name=\"description\" content=\"Conditional job offers need to be handled with care. 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