Get Paid to Review Job Offers From Your Bio

To get paid to review job offers, list a fixed-price, async job-offer review on your creator page: the follower uploads an offer letter or comp summary and pays upfront, and you return written analysis of base salary, bonus, equity, and benefits plus specific negotiation language. No calendar invite, no live call, no recruiting license. Custom Work lets you offer clearly scoped commissions and services: you set the price, the scope and the delivery time, and followers submit a brief and pay before you start.

A familiar DM: "I got an offer — can you look at it before I sign?" That request usually lands from a follower who has no one else to ask, because comparing base pay, bonus structure, equity, and benefits against a market baseline is exactly the kind of judgment career coaches, recruiters, and comp-literate creators build for free in their own jobs. Instead of a favor or a booked call, the offer-letter DM can become a clearly priced, one-time service on the same page where the follower already found you.

Should this be a Paid Question or a custom request?

A job-offer review should use Custom Work rather than Paid Questions in almost every case, because the follower needs to send a document. Custom Work accepts attached files from the client and lets you deliver written notes, a marked-up document, or another file.

If a client needs to send an offer letter, PDF, or comp summary, use Custom Work so they can attach the document and receive one clearly scoped delivery. Custom Work lets a follower attach files, images, or a target-role note, and lets you deliver written comments, a marked-up document, or another file in response, with a creator-set price and a delivery time of up to 5 days (Brillay: how it works).

A client with one narrow question can use Paid Questions; use Custom Work when they need to send a document or receive a fuller review. Route anything that includes a document through Custom Work.

What should a paid job-offer review actually cover?

A paid job-offer review should cover base salary in market context, bonus structure, equity terms, benefits, and two or three specific negotiation talking points, delivered as a fixed set of sections rather than open-ended commentary. Fidelity's negotiation guide names title, signing bonus, start date, stock options or RSUs, and paid time off among commonly negotiated components.

Fidelity's full list of negotiable components beyond base salary runs to nine items: title, signing-bonus amount, start date, stock options or RSUs, remote-work and schedule flexibility, paid time off and family leave, bonus payout percentage, tuition reimbursement, and childcare assistance (Fidelity: How to negotiate a job offer).

Benefits deserve real attention in a review because employer coverage is uneven. The U.S. Bureau of Labor Statistics reported that 87% of private-industry full-time workers had access to medical care benefits in March 2025, with a take-up rate of 65% (BLS: Employee Benefits in the United States Summary, March 2025). The U.S. Bureau of Labor Statistics also reported that retirement benefits were available to 72% of private-industry workers in March 2025 (BLS: Employee Benefits in the United States Summary). Paid family leave is far scarcer: the U.S. Bureau of Labor Statistics reports that 27% of private-industry workers had access to paid family leave while 89% had access to unpaid family leave (BLS: Family leave benefits fact sheet).

A clear listing tells the client up front which components you will actually cover, since promising to touch every line item on every offer makes delivery time unpredictable. Structure the deliverable as a fixed set of sections — for example, base-pay context, one paragraph on equity, and three negotiation talking points — rather than an open-ended "let me know what you think."

How much should you charge to review a job offer?

Price a job-offer review by scope and reading time, not by promised outcome: a single-clause gut-check should cost less than a full breakdown with talking points, and a two-offer comparison should cost the most. Illustrative example prices below run from about $25 for a gut-check to about $200 for a two-offer comparison.

The sample prices in the table are illustrative examples chosen to show relative scope, not market benchmarks and not Brillay data. No public dataset tracks what independent creators charge for async job-offer reviews, so any range published here would be an estimate rather than a measured figure.

One external anchor helps sanity-check whether a price is absurd. The U.S. Bureau of Labor Statistics reports a median annual wage of $78,210 for compensation, benefits, and job analysis specialists as of May 2025, and projects employment in that occupation to grow 6% from 2025 to 2035 in its 2025-35 projections edition. At a 2,080-hour work year, that BLS median works out to roughly $37.60 an hour, which is arithmetic on the published figure rather than a BLS-published hourly rate. Salaried comp-analyst pay is context on what the underlying skill is worth in the labor market, not a recommendation for what a single async review should cost.

Why do job seekers actually pay for outside eyes on an offer?

Job seekers pay for outside eyes because most never counter, and the ones who do usually gain something. Pew Research Center found only 32% of men and 28% of women asked for higher pay at their last hire, while Fidelity reports 87% of Americans who countered received at least part of what they requested.

"Most U.S. workers who are not self-employed say they did not ask for higher pay than what was initially offered the last time they were hired for a job."

— Kim Parker, Pew Research Center, April 5, 2023

Pew Research Center surveyed 5,775 U.S. adults, including 5,188 employed workers, and found that among those who did ask for higher pay, 28% were given the amount they asked for, 38% were given more than was originally offered but less than they asked for, and 35% were given only what was first offered (Pew Research Center, April 5, 2023). Pew Research Center also found that 38% of workers who did not ask for higher pay said they did not feel comfortable asking, rising to 46% among workers ages 18 to 29.

Fidelity's 2022 Career Assessment Study found that 87% of Americans who countered on salary, other compensation, or benefits received at least some of what they requested (Fidelity: How to negotiate a job offer). Fidelity also reports that 55% of workers do not ask for a higher salary when offered a new position, while 73% of employers are willing to negotiate salary on an initial job offer (Fidelity: How to negotiate a job offer). Fidelity's guide attributes the point directly: according to Alexandra Carter, a professor at Columbia Law School, employers are expecting you to negotiate (Fidelity: How to negotiate a job offer).

The Pew and Fidelity findings above point to the same product: a paid second opinion on the numbers, delivered before the follower replies to the employer rather than after the counter has already gone out. Timing is what a client is paying for, since a review that arrives after the acceptance email cannot change the offer.

What shouldn't a job-offer review promise?

A job-offer review should not promise a specific negotiated outcome, and it should not cross into securities, tax, or legal advice. Explaining what a vesting schedule or an RSU grant means is general information; telling a follower whether to hold or sell the resulting shares moves toward regulated investment advice under U.S. securities law.

The U.S. Securities and Exchange Commission's investor education site defines the boundary in one sentence:

"An investment adviser is a firm or person that, for compensation, engages in the business of providing investment advice to others about the value of or about investing in securities — stocks, bonds, mutual funds, exchange traded funds (ETFs), and certain other investment products and/or in issuing reports or analyses regarding securities, as part of a regular business."

— U.S. Securities and Exchange Commission, Investor.gov

The SEC adds that investment advisers generally must register with the Securities and Exchange Commission or with state securities authorities (SEC Investor.gov: Investment Advisers). Because that definition turns on advising others about securities for compensation, a paid review that explains what a grant document says sits differently from one that recommends a buy, sell, or hold — a distinction worth stating plainly on the listing.

Equity is also where the tax questions start, and tax treatment is its own regulated specialty. The IRS states that options granted under an employee stock purchase plan or an incentive stock option plan are statutory stock options, and that all other employee options are nonstatutory, with different rules for when income is reported (IRS Topic no. 427, Stock options). The IRS also notes that exercising an incentive stock option generally produces no ordinary income at exercise but may subject the holder to alternative minimum tax in that year (IRS Topic no. 427).

Whether an offer is "good" depends on the follower's own finances, risk tolerance, and goals, none of which a reviewer can fully know from a document alone. Rules on regulated financial, tax, and legal advice also vary by country and by U.S. state, so the citations above describe U.S. federal frameworks rather than every jurisdiction a follower might be in. State plainly, on the listing itself, that the review is general information and not a substitute for a tax advisor, financial advisor, or employment lawyer.

What else can you sell alongside job-offer reviews?

Alongside a job-offer review, one Brillay link can carry Paid Questions for no-document questions, Personalized Videos for encouragement, Tips for free negotiation content, Goals for a resource you are building, and Brand Collaboration Inquiries for recruiting-platform partners.

• Paid Questions: A single yes/no or "is this normal" question with no document attached.
• Personalized Video: Encouragement before a big decision or a congratulations message after accepting.
• Tips: A way for someone who found your free negotiation content useful to contribute without buying a review.
• Goals: Funding for a negotiation-scripts library or comp-data resource you're building.
• Brand Collaboration Inquiries: A separate inbox for salary-tool or recruiting-platform partners who want to discuss a collaboration, kept apart from follower requests.

Keep the job-offer review as a one-time, fixed-scope service rather than a membership: review the document the client sends, deliver the promised analysis once, and price ongoing coaching separately.

How do you get a job-offer review offer live on Brillay?

To publish a job-offer review, create a free Brillay page, add a custom request offer, and set your price, delivery time, inclusions, and exclusions. Creators in 41 countries can get paid; followers pay by card from anywhere. There's no follower minimum before you can publish it. The follower checks out as a guest, with no Brillay account to create.

Brillay pricing

Career coaches already selling adjacent formats — a resume review or a cover letter review — can add a job-offer package as a natural next step for the same follower, later in their job search. The same written-delivery structure works whether the audience is job seekers generally or a narrower niche such as career coaches building out a full pre-offer-to-post-offer service line.

Frequently asked questions

Do I need a recruiting license or HR certification to sell this?

Represent your background accurately, and check any local rules that apply to how you describe and market employment- or compensation-related advice.

Should a job-offer review be a Paid Question or a custom request?

Use Custom Work whenever the follower needs to attach the offer letter, comp summary, or equity grant; the client can attach files for the review. A single question with no document fits Paid Questions.

Can I review stock options or RSU grants as part of this?

You can explain what the terms of a grant mean in plain language, but stop short of recommending what a follower should do with the resulting shares. The SEC defines an investment adviser as a firm or person that, for compensation, engages in the business of providing investment advice to others about the value of or about investing in securities (SEC Investor.gov: Investment Advisers), so a buy-sell-hold recommendation sits in a different, regulated category from general offer feedback. State the boundary clearly on the listing.

How much do people charge for a job-offer review?

No public dataset tracks prices for async job-offer reviews by independent creators, so no verified market range exists to quote. The illustrative examples on this page run from $25-45 for a short gut-check to $125-200 for a two-offer comparison, chosen to show relative scope rather than to report observed prices.

What does Brillay charge?

No monthly fee, you only pay a small platform fee when you get paid. 8% platform fee when a follower pays for work, 5% platform fee on tips and goals. Card processing is separate. There's no follower minimum, and payouts run through Stripe. Stripe processing fees are deducted separately from creator earnings and vary by payment; check Stripe's current pricing for your country (Stripe pricing).

Create your free Brillay page and turn the next "can you look at this offer?" DM into a clearly scoped, paid review.