AI job offer analyzer
Don't sign blind.
Offer letter in your inbox? Salary is the headline. The rest is buried. Dang reads your offer and flags the clauses that decide future leverage: non-compete, IP assignment, training repayment, equity cliff, mandatory arbitration, severance.
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What Dang checks for
Dang reviews the clauses in your document and explains the findings in plain English. The list below is the ones that move the needle.
- Non-compete enforceability. Some states fully ban non-competes (Cal. Bus. & Prof. Code § 16600, Minn. Stat. § 181.988, N.D. Cent. Code § 9-08-06, Okla. Stat. tit. 15, § 219A). Others restrict by income threshold. Dang checks against the state-by-state table.
- Non-compete duration. Flagged when duration exceeds 12 months. Many states impose tighter ceilings.
- Non-compete geography. Flagged when geographic scope is nationwide or unusually broad.
- IP assignment. Work-for-hire language that assigns all IP, including pre-existing materials. Worth carving out work you bring in.
- Training repayment (TRAP). Flagged when contract requires repaying training costs above $5,000 or for tenure beyond 24 months.
- Mandatory arbitration and class action waiver. Flagged with state-specific context. Some states limit arbitration of certain claims.
- Equity vesting cliff. Cliffs above 12 months get flagged.
- Severance provisions. Missing severance plus at-will is informational; worth knowing what triggers it if present.
State variation matters
Non-compete enforceability is the highest-variation employment clause. Anchor examples:
- California, Minnesota, North Dakota, Oklahoma ban most non-competes outright. Cal. Bus. & Prof. Code § 16600, Minn. Stat. § 181.988.
- Colorado ($130,014 in 2026) and Washington ($126,859 in 2026) restrict by annualized income threshold. Colo. Rev. Stat. § 8-2-113, Wash. Rev. Code § 49.62.
- Massachusetts requires garden leave or other mutually agreed consideration. Mass. Gen. Laws ch. 149, § 24L.
Sample preview
12-month nationwide non-compete. Geographic scope is unusually broad.
$15,000 training repayment over 36 months detected. Above the typical heuristic threshold.
Mandatory arbitration clause with class action waiver. Disputes routed to private arbitration.
What to ask before signing
- Is the non-compete enforceable in my state at my expected income level?
- Does IP assignment carve out my pre-existing work?
- What triggers training repayment, and what is the maximum exposure?
- Is there a vesting cliff, and how much equity is at stake before it lifts?
- What does mandatory arbitration cover, and what is excluded?
- Is there a severance provision, and what conditions apply?
Frequently asked questions
Are non-competes enforceable everywhere?
No. Several states (CA, MN, ND, OK) ban most non-competes outright. Others restrict by income threshold or industry. Enforceability varies; Dang flags the state context.
Does IP assignment cover stuff I made before the job?
A standard work-for-hire clause covers work created on the job. Some clauses extend to pre-existing materials. That extension is worth carving out before you sign.
What is a training repayment agreement?
A clause requiring you to repay training costs if you leave within a defined window. Sometimes called a TRAP. State enforcement varies.
What does the analyzer cost?
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Sources & further reading
- Cal. Bus. & Prof. Code § 16600 · California ban on non-competes
- Minn. Stat. § 181.988 · Minnesota ban
- N.D. Cent. Code § 9-08-06 · North Dakota ban
- Okla. Stat. tit. 15, § 219A · Oklahoma ban
- Colo. Rev. Stat. § 8-2-113 · Colorado income-threshold rule
- Wash. Rev. Code § 49.62 · Washington income-threshold rule
- Mass. Gen. Laws ch. 149, § 24L · Massachusetts garden-leave requirement
No account required · File deleted after analysis · Not legal advice. Dang reports contract findings in plain English. For consequential decisions, consult a licensed attorney in your state.