Employment Contract Review — Know What You're Agreeing to Before Day One

Overbroad non-compete clauses, IP assignment covering work done outside company hours, mandatory arbitration waiving your right to sue, and clawback clauses on bonuses and signing bonuses are the most frequent high-risk items.

Yes — more often than most employees realize. Non-compete geography, IP carve-outs for personal projects, and notice period length are commonly negotiated. Revealr's report shows you which clauses are worth pushing back on.

"Standard" is not the same as fair or favorable. Standard employment contracts are written to protect the company, not the employee. A review tells you exactly where the asymmetry is.

Yes. Revealr flags clause-level risks in all employment contracts. For complex executive agreements with equity structures, we recommend using the report as a starting point and sharing it with an employment attorney.

Revealr gives you an instant first-pass analysis for $19. A lawyer can then focus their time (and your money) on the specific clauses we flagged, rather than reading the whole document.

IP assignment clauses that cover work done outside company hours, non-solicitation agreements buried in the main contract, mandatory arbitration waivers, and clawback provisions on signing bonuses or equity that trigger on voluntary departure.

Yes — most companies expect candidates to review and negotiate. The strongest leverage is before you accept, not after. Revealr identifies which clauses are worth negotiating and what language to request.

Yes. Executive contracts often have more complex compensation structures, equity terms, and termination provisions — all of which Revealr flags and explains.

Every contract is "standard" until it isn't. Non-competes, IP assignments, and arbitration clauses are routinely described as standard by employers even when they are unusually broad. Review it anyway.