System Requirements Document for offer-letter-employment

1. Introduction

Build a fully functional minimal web MVP called OFFER X-RAY.

Purpose:

A user uploads ONE employment offer-letter PDF and receives an AI-powered X-Ray that explains what they are actually being offered, what is guaranteed vs conditional, what they may receive as take-home, what could cost them later, important contractual terms, hidden/overlooked items, missing information and questions to ask HR.

This is NOT a generic PDF summarizer and NOT a chatbot.

MVP ONLY

Implement only:

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10. Questions for HR

11. Source references

12. Disclaimer

Project name: offer-letter-employment.

2. System Overview

REPORT

The report is the product.

3. Functional Requirements

A user uploads ONE employment offer-letter PDF and receives an AI-powered X-Ray that explains what they are actually being offered, what is guaranteed vs conditional, what they may receive as take-home, what could cost them later, important contractual terms, hidden/overlooked items, missing information and questions to ask HR.

6. Generate Offer X-Ray report

7. Upload one PDF offer letter

8. Validate the PDF

9. Extract text page-by-page

10. Analyze with AI

11. Validate structured AI output

12. Copy HR questions

13. Print/download report

14. Delete/reset analysis

15. Analyze another offer

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HOME

Heading:

"Know what you're really accepting."

Subheading:

"Upload your employment offer letter and uncover the compensation,

conditions, obligations and important clauses before you accept."

CTA:

"Upload Offer Letter"

Show:

"PDF • One offer at a time"

PDF

Accept PDF only.

Validate file type, extension, size and corruption.

Extract text page-by-page and preserve page numbers.

If readable text cannot be extracted:

"We couldn't extract readable text from this PDF."

Do not fake OCR.

IMPORTANT:

Do not request free-form AI essays. Require structured JSON.

ANALYSIS DATA

Extract:

DOCUMENT:

company, candidate, role, location, joining date.

COMPENSATION:

CTC, fixed salary, basic, HRA, allowances, variable pay,

performance bonus, joining bonus, retention bonus, employer PF,

gratuity, equity/ESOP/RSU, benefits and other components.

EMPLOYMENT:

probation, notice period, work location, working hours.

OBLIGATIONS:

employee commitments and duties.

RESTRICTIONS:

IP assignment, confidentiality, non-compete, non-solicitation,

moonlighting, outside employment and conflict of interest.

FINANCIAL EXPOSURE:

clawbacks, repayment, service bond, training recovery,

relocation recovery and other financial obligations.

LEGAL/CONTRACTUAL:

termination, arbitration, governing law, jurisdiction and other

important clauses.

POLICY DEPENDENCIES:

references to employee handbook, compensation policy, bonus policy,

ESOP policy or other documents not supplied.

AMBIGUITIES:

unclear, discretionary or incomplete language.

MISSING_INFORMATION:

important information not found.

IMPORTANT_FINDINGS:

prioritized items requiring attention.

HR_QUESTIONS:

specific questions derived from actual findings.

SOURCE TRACEABILITY

Every important fact/finding must include source page and section

when available.

Never fabricate page numbers.

Allow "View source" showing page, section and a short relevant excerpt.

FACT VS INTERPRETATION

Clearly distinguish:

FACT = explicitly stated in the offer

INTERPRETATION = plain-English explanation

CONSEQUENCE = why it may matter

ESTIMATE = calculated/tax estimate

NOT STATED = information unavailable in the document

Never present inference as fact.

Never invent missing information.

COMPENSATION

Clearly separate:

1. Guaranteed/recurring

2. Variable/conditional

3. One-time

4. Deferred/employer contribution

5. Equity/non-cash

6. Benefits

Make this prominent:

"CTC is NOT the same as cash deposited into your bank account."

Show:

STATED CTC

ESTIMATED FIXED COMPENSATION

VARIABLE COMPENSATION

ONE-TIME COMPENSATION

DEFERRED/NON-CASH COMPENSATION

Do not classify a component as guaranteed merely because it is

included inside CTC.

TAKE-HOME

Where sufficient information exists, calculate an ESTIMATED monthly

take-home using deterministic calculations.

Consider gross salary, employee PF, stated deductions and reasonable

tax assumptions.

Show assumptions.

Label:

"Estimated monthly take-home"

If insufficient information exists:

"Take-home cannot be reliably estimated from this offer alone."

JOINING BONUS

Detect amount, timing, eligibility, retention period, clawback,

repayment and pro-rata repayment when explicitly stated.

Show:

Gross amount

Condition

Potential repayment

Source

Never invent a clawback.

NOTICE + PROBATION

Detect employee notice, employer notice, buyout, waiver, garden leave,

probation duration, extension, confirmation criteria and termination.

Identify differences between employee and employer notice where present.

IMPORTANT CLAUSES

Analyze, where present:

IP assignment, confidentiality, inventions/work product, non-compete,

non-solicitation, moonlighting, outside employment, conflict of

interest, arbitration, governing law, jurisdiction, termination,

service bond, training recovery, relocation recovery, bonus clawback,

deductions and policy references.

For important clauses show:

WHAT IT SAYS

PLAIN ENGLISH

WHY IT MATTERS

QUESTION TO ASK HR

Do not automatically call a clause illegal.

WHAT YOU MAY HAVE MISSED

Create a prominent section identifying supported findings such as:

clawbacks, long notice periods, conditional bonuses, retention

requirements, employer discretion, policy references, undefined

compensation methodology, repayment obligations, broad IP provisions,

moonlighting restrictions, relocation/transfer provisions and unusual

termination terms.

Only report what is supported by the document.

clawbacks, long notice periods, conditional bonuses, retention

requirements, employer discretion, policy references, undefined

compensation methodology, repayment obligations, broad IP provisions,

moonlighting restrictions, relocation/transfer provisions and unusual

termination terms.

WHAT COULD COST YOU LATER

Show financial exposure:

Amount

Trigger/condition

Potential consequence

Source

Do not calculate unsupported amounts.

MISSING / UNCLEAR

Identify important information that cannot be determined.

Example:

"The offer refers to a Variable Compensation Policy, but that policy

was not provided."

Use "Not stated in the provided document."

BEFORE YOU ACCEPT

Prioritize findings:

RED = significant attention

ORANGE = important clarification

BLUE = informational

QUESTIONS FOR HR

Generate concise questions based ONLY on actual findings.

Examples:

"Is the variable compensation guaranteed or performance-dependent?"

"How exactly is variable compensation calculated?"

"What triggers joining-bonus repayment?"

"How is notice buyout calculated?"

"What policy governs the variable compensation?"

"What are the probation confirmation criteria?"

Provide "Copy Questions".

Order:

1. Offer at a glance

2. Compensation

3. Estimated take-home

4. BEFORE YOU ACCEPT

5. WHAT YOU MAY HAVE MISSED

6. WHAT COULD COST YOU LATER

7. Employment terms

8. Important clauses

9. Missing/unclear information

Use visible labels:

FACT / INTERPRETATION / ESTIMATE / NOT STATED

"Delete Analysis" must clear the current document and result.

ERROR HANDLING

Handle invalid/corrupt/empty PDFs, extraction failures, AI failures,

invalid JSON, timeout, rate limits and server errors.

Never expose stack traces or API keys.

If AI JSON is invalid, validate and perform ONE controlled retry.

If it still fails, show a clear error.

LEGAL/TAX DISCLAIMER

Display:

"Offer X-Ray provides informational analysis and plain-English

explanations of the provided employment document. It is not legal,

tax or financial advice."

interpretation, ambiguity detection and HR questions.

ACCEPTANCE TEST

The MVP is complete only when:

1. A real PDF uploads successfully

2. Text is extracted

3. AI analysis runs

ACCEPTANCE TEST

The MVP is complete only when:

4. Structured output validates

5. Compensation is displayed

6. Take-home estimate appears when possible

7. Important clauses are identified

8. Hidden/missed items are identified

9. Financial exposure is identified

10. Missing information is identified

ACCEPTANCE TEST

The MVP is complete only when:

11. HR questions are generated

12. Sources are traceable

13. Questions can be copied

14. Report can be printed/downloaded

15. Analysis can be deleted/reset

Result must identify the missing policy dependency.

4. User Personas

The product serves one active human role. No login or account is required; access is limited to uploading a single PDF and reading the resulting report.

Journey

1. The candidate uploads one offer-letter PDF.
2. The system generates an AI-powered Offer X-Ray covering guarantees vs conditions, take-home, potential later costs, contractual terms, hidden items, missing information, and questions to ask HR.
3. The candidate reviews the findings and copies the generated HR questions, which are based only on actual findings.

Success signal: the candidate says, "I didn't realize that was in my offer."

Supporting actors (not personas): the AI analysis and report-generation capability, which produces the X-Ray and the HR questions.

Default (not user-specified): the candidate is assumed to be the sole reader of the report; no other roles are established by current evidence.

5. Core User Flows

The product is offer-letter-employment: a candidate uploads one employment offer-letter PDF and receives an AI-powered Offer X-Ray explaining what they are actually being offered — what is guaranteed versus conditional, potential take-home, later costs, contractual terms, hidden or overlooked items, missing information and questions to ask HR. The primary success criterion is a candidate saying: "I didn't realize that was in my offer."

5.1 Analyze an offer letter

Actor: Candidate. Supporting actors: PDF validator, text extractor, AI analyzer, structured-output validator, report generator.

Trigger: Candidate selects "Upload Offer Letter" on the home page ("Know what you're really accepting."; "PDF • One offer at a time").

1. Candidate uploads exactly one PDF offer letter.
2. System validates file type, extension, size and corruption; rejects non-PDF or invalid files.
3. System extracts text page-by-page, preserving page numbers. If no readable text can be extracted, it shows "We couldn't extract readable text from this PDF." and does not fake OCR; the flow ends without a report.
4. AI analysis runs over the extracted text, covering document facts (company, candidate, role, location, joining date), compensation components (CTC, fixed salary, basic, HRA, allowances, variable pay, performance bonus, joining bonus, retention bonus, employer PF, gratuity, equity/ESOP/RSU, benefits and others), interpretation, ambiguity detection and HR questions.
5. System validates the structured AI output; only validated output proceeds to the report.
6. Offer X-Ray report is generated with: plain-English "What it says / Why it matters / Question to ask HR" per clause (no automatic "illegal" labeling), "What you may have missed" (e.g. clawbacks, long notice periods, conditional bonuses, retention requirements, employer discretion, policy references, undefined compensation methodology, repayment obligations, broad IP provisions, moonlighting restrictions, relocation/transfer provisions, unusual termination terms — only if document-supported), "What could cost you later" (amount, trigger/condition, potential consequence, source), "Missing / Unclear" (e.g. "The offer refers to a Variable Compensation Policy, but that policy was not provided."; otherwise "Not stated in the provided document."), "Before You Accept" and "Questions for HR".
7. Every important fact/finding carries source page and section when available; page numbers are never fabricated, and "View source" shows page, section and a short excerpt.
8. Take-home estimate appears when possible.

Result: Candidate receives a traceable Offer X-Ray. Continuation: copy HR questions, print/download, or start a new analysis.

5.2 Copy HR questions

Actor: Candidate. Trigger: Candidate selects "Copy Questions" on the report.

1. System presents concise questions generated only from actual findings.
2. Candidate copies them for use with HR.

Result: Questions are on the clipboard. Failure: if clipboard access is unavailable, the questions remain visible for manual selection (default behavior, not specified in evidence).

5.3 Print or download the report

Actor: Candidate. Trigger: Candidate chooses print or download on the Offer X-Ray.

1. System renders the current report for printing or download.

Result: Candidate keeps an offline copy. Continuation: return to the report or start a new analysis.

5.4 Analyze another offer

Actor: Candidate. Trigger: Candidate selects "Analyze another offer" (or "Delete Analysis").

1. "Delete Analysis" clears the current document and result.
2. Candidate uploads a new single PDF, re-entering Flow 1.

Result: Fresh analysis with no residue from the prior offer. One offer is processed at a time.

5.5 MVP acceptance

The MVP is complete only when: a real PDF uploads successfully; text is extracted; AI analysis runs; structured output validates; compensation is displayed; a take-home estimate appears when possible; important clauses, hidden/missed items, financial exposure and missing information are identified; HR questions are generated; sources are traceable; and the result identifies any missing policy dependency.

USER FLOW

HOME → UPLOAD → ANALYZE → OFFER X-RAY → COPY/PRINT → NEW ANALYSIS

Primary success criterion:

A candidate uploads a real offer and says:

"I didn't realize that was in my offer."

Build everything around that outcome.

6. Visuals Colors and Theme

[Design proposal; unspecified choices are defaults.]

6.1 Visual Language: Functional Clarity after Dieter Rams

Offer X-Ray reads as a financial/legal intelligence instrument, not an AI chat product. The muse is Dieter Rams: a strict grid, honest controls, one signal colour, no drama — because a job seeker reads a legal and financial document alone and needs calm order and honest signals.

Palette (light mode, exact tokens by role)

The Braun orange #D9480F is reserved for the CTC warning strip and the primary button. Risk colours stay separate from the accent so a finding's severity is never confused with a call to action.

Typography — Headings: Archivo, Medium weight, tight tracking, sentence case; small caps for section labels. Body: Fira Sans. Modular scale 1.25: 64/48/32/24/18/16px, with a 40px mobile display rising to 64px desktop via clamp(). Inter, Roboto and Poppins are excluded.

Shape and surface — 6px radii on controls only; square panels, 1px rules, no shadows, no blobs. Diagrammatic line art is the only imagery: a ruled compensation bar splits CTC into fixed, variable, one-time and deferred blocks with aligned labels. No gradients, no meaningless charts, no AI-chat bubbles.

Layout — A 12-column grid with a fixed left index rail numbering the 12 report sections like a control panel; sections stack in the fixed order 1–12; label and value pairs align on the grid. Headlines, labels, numbers and controls stay whole and inside the viewport at 375px, 768px and 1280px.

Disclaimer — The legal/tax disclaimer is displayed in the report: "Offer X-Ray provides informational analysis and plain-English explanations of the provided employment document. It is not legal, tax or payroll advice."

Use a professional, trustworthy financial/legal intelligence design.

Avoid generic AI-chat styling, excessive animation, gradients and

meaningless charts.

7. Signature Design Concept

[Design proposal; unspecified choices are defaults.]

7.1 Signature Design Concept: The Control Panel Report

The report is the product, and it is designed as an instrument panel rather than a document dump.

Hero (public entry) — A full-width black band (#1C1C1A) holds the headline "Know what you're really accepting." in 64px Archivo, flush left. At the right, on the off-white ground, sits a ruled upload panel: the orange #D9480F Upload Offer Letter button and the line "PDF • One offer at a time." No other controls, no chat input, no sample gallery.

Signature moves

1. The black full-width band hero with headline flush left and ruled upload panel at right.
2. A fixed left index rail numbering the 12 report sections like a control panel.
3. A ruled compensation bar splitting CTC into fixed, variable, one-time and deferred blocks with aligned labels.
4. Risk tags as three flat chips — red #C92A2A, amber #E8590C, blue #1C5FA8 — each carrying a plain word label (significant attention / important clarification / informational).
5. The CTC warning in a full-width orange-ruled strip above the compensation section: "CTC is NOT the same as cash deposited into your bank account."

Report composition — Sections 1–12 in fixed order, each a square paper panel on the warm ground, with source references and the disclaimer closing the document. Findings are labelled by evidence type and prioritised by the three-chip severity scale; language stays plain and non-sensational, and no clause is declared illegal. The report can be copied or printed, and a new analysis started from the same rail.

8. Interaction Model & Motion Direction

[Design proposal; unspecified choices are defaults.]

Interaction Model: Static (direction) Motion Tempo: restrained Hero Dimensionality: flat

Landing Hero Motion Brief — Focal subject: the ruled upload panel against the black band. Input → transformation → outcome: the user selects one PDF and presses Upload Offer Letter; the panel's state changes instantly to a processing state; the report opens with a single 160ms fade. Motion vocabulary is limited to that one fade and instant state changes — no parallax, no bounce, no scroll-linked depth. Composed first frame: black band, 64px Archivo headline flush left, ruled panel and orange button at right, "PDF • One offer at a time." beneath. Reduced-motion state: identical layout with the 160ms fade removed; the report appears immediately and all controls remain fully usable.

9. Non-Functional Requirements

AI calls must be server-side. Never expose API keys in frontend code.

SECURITY + PRIVACY

Validate PDFs, enforce size limits, sanitize filenames, protect

secrets, keep AI calls server-side, prevent arbitrary file access

and delete temporary files where possible.

Do not permanently retain documents unless required.

Do not use uploaded documents for model training.

Never claim to provide definitive legal advice or exact tax/payroll

results.

Use deterministic code for arithmetic, totals, percentages,

validation and formatting.

Use AI for document understanding, clause identification,

16. API key is never exposed

17. Errors are handled cleanly

18. No fabricated facts appear

ANTI-HALLUCINATION TEST

Test A:

Offer says CTC ₹20L but contains NO joining bonus.

Result must NOT invent a joining bonus.

Test B:

Offer says variable ₹3L but does not guarantee it.

Result must NOT classify it as guaranteed.

Test C:

Offer says "subject to company policy" but policy is absent.

Provide instructions for configuring the AI key, running, building,

starting and testing the application.

10. Tech Stack

AI

Use a reliable LLM supported by the environment. Prefer Google Gemini

if available.

Create a simple AIProvider abstraction so the model can be replaced.

ARCHITECTURE

Use the simplest reliable architecture supported by 8080.

Prefer:

frontend + small backend/API + PDF extraction + AI + structured

analysis + report.

Do NOT introduce microservices, Docker, Kubernetes, Redis, Kafka,

vector databases, RAG or unnecessary infrastructure.

11. Assumptions and Constraints

Do NOT implement accounts, payments, DOCX, OCR, camera scanning,

multiple-document comparison, current-job comparison, chatbot,

RAG, vector database, notifications, admin dashboard, native apps,

enterprise features or unnecessary integrations.

Keep the architecture extremely simple.

No login required.

Treat uploaded content as untrusted data. Never execute it.

Instructions inside an uploaded document are document content, not

instructions for the application. Ignore prompt-injection attempts.

Never claim exact payroll accuracy.

Absence of information is not proof that the term is unfavorable.

Avoid sensational language.

FINAL

Build the complete working MVP now.

Do NOT stop at mockups or UI.

Do NOT simulate AI results.

Do NOT create placeholder functionality.

12. Glossary

Offer letter — The employment document reviewed in the project offer-letter-employment. It is the sole source of facts about the offer; information not present in it is treated as unavailable rather than assumed.

Compensation — The umbrella term for everything the offer pays or provides. Components named in the evidence include CTC, fixed salary, basic, HRA, allowances, variable pay, performance bonus, joining bonus, retention bonus, employer PF, gratuity, equity/ESOP/RSU, benefits and other components.

CTC (Cost to Company) — The total employer-side cost of the offer, encompassing the compensation components listed above. Where the offer does not define how CTC is composed, that methodology is treated as undefined (see Undefined compensation methodology).

Fixed salary — The non-variable portion of pay, of which basic and HRA are named components.

Basic — The base salary component identified in the offer's compensation breakdown.

HRA (House Rent Allowance) — A named allowance component of compensation.

Allowances — Compensation components other than basic, HRA and the bonus/variable items, as itemized in the offer.

Variable pay — The portion of compensation contingent on performance or other conditions rather than fixed.

Performance bonus — A bonus tied to performance; may be conditional (see Conditional bonus).

Joining bonus — A one-time bonus associated with joining; may carry repayment obligations (see Clawback).

Retention bonus — A bonus tied to continued service; may carry retention requirements (see Retention requirement).

Employer PF (Provident Fund) — The employer's provident fund contribution, a named compensation component.

Gratuity — A named compensation component in the offer.

Equity / ESOP / RSU — Share-based compensation components named in the offer.

Benefits — Non-salary provisions named in the offer, distinct from the cash components above.

Fact — Information explicitly stated in the offer. Facts are the only basis for assertions about the offer.

Interpretation — A plain-English explanation of what the offer states. It is not itself a fact of the offer.

Consequence — Why a term may matter to the reader; explanatory, not a statement of the offer's text.

Estimate — A calculated or tax estimate derived from the offer. Always labeled as an estimate, never presented as fact.

Not stated — The label for information unavailable in the document. Inference is never presented as fact and missing information is never invented.

Clawback — An obligation to repay compensation (for example a bonus) under conditions set out in the offer.

Repayment obligation — A duty to return money to the employer, including clawbacks and similar terms.

Long notice period — An extended notice requirement flagged as a term warranting attention.

Conditional bonus — A bonus payable only if stated conditions are met.

Retention requirement — A condition requiring continued service, typically attached to a retention bonus.

Employer discretion — A term leaving a decision to the employer rather than fixing an outcome in the offer.

Policy reference — A pointer in the offer to an external policy; the policy's content is not part of the offer text itself.

Undefined compensation methodology — A compensation calculation the offer does not explain; treated as not stated rather than reconstructed.

Broad IP provision — An intellectual-property term of wide scope flagged as warranting attention.

Moonlighting restriction — A term limiting outside work or engagements.

Relocation / transfer provision — A term permitting or requiring relocation or transfer.

Unusual termination term — A termination condition flagged as departing from ordinary terms.