The gap between 'offer accepted' and 'started' is where counter-offers, reference problems and right-to-work issues surface. Lock these down before your candidate walks in.
References documented in writing
On file before the start date, not a verbal 'they seemed fine.'
Right to work verified pre-start
Checked properly before day one, not discovered in week one.
Signed contract and onboarding docs collected
Everything countersigned and filed while momentum is high.
A deliberate keep-warm plan
Scheduled contact between offer and start to head off a counter-offer.
The counter-offer conversation, early
Raise it with the candidate before their current employer does.
Start date confirmed in writing
Both sides agreed, so the rebate-clock date is unambiguous.
Day-one logistics confirmed
Equipment, first-day contact and location; the small things that cause no-shows.
The placement isn't done when they sign
It's done when they're through the door and past probation. Batiq&Co owns the offer-to-start runway so fewer candidates drop out inside the rebate window.
Book a 30-min consultationBatiq&Co is a commercial compliance and contracts consultancy, not a law firm. General guidance, not regulated legal advice.