Job Offer Comparison Tool
Compare two job offers by looking at the total compensation including bonuses, equity, and benefits side-by-side.
When to use this tool:
- Compare job offers side-by-side
- Evaluate total compensation value
- Negotiate using data
How it's Calculated
- Total Comp = Base + Bonus + Pension Match + Annual Equity + Stipends + Health Value.
- Comparison = Difference between Offer A Total Comp and Offer B Total Comp.
Key Assumptions
- Assumes bonus percent is paid out fully as expected.
- Equity should be entered as the annual portion (e.g., Total Grant / Vesting Years).
Actionable Insights
- A lower base salary with a strong equity grant and high pension match can often outperform a high base salary offer.
- Don't overlook health benefits and stipends; they can add thousands in 'tax-free' value per year.
Frequently Asked Questions
Options are tricky. A safe approach is to value them at $0 if the company is early-stage, or use the current 409A valuation for more mature startups.
Divide your total grant by the number of vesting years. For example, $100k over 4 years is $25k annually.
Always use pre-tax (gross) values for consistency, unless comparing offers in different tax jurisdictions.
Estimate the monthly premium your employer pays on your behalf. In the US, this is often $500–$1,500/month for families.
Since signing bonuses are one-time, divide them by 2 or 3 (estimated tenure) to see their impact on recurring compensation.
If an offer includes gym memberships or free lunch, estimate their annual value (e.g., $15/day for lunch is $3,600/year) and add to stipends.
Job Offer Comparison Scenarios
Startup vs Corporate
Startups often offer lower base salaries but higher equity upside. Corporate roles offer cash safety, higher pension matches, and better health stipends. Value the startup equity at $0 temporarily to see your worst-case "cash baseline".
High Bonus vs High Base
A high base salary is guaranteed and compounds with every future raise. A target bonus is variable. If Offer A has a $120k base and Offer B has a $100k base + 20% bonus, Offer A is mathematically superior due to lower risk.
Remote vs Onsite
An onsite offer might pay $10,000 more in base salary, but commuting 5 days a week costs money and time. Often, a $90k remote offer objectively yields a higher standard of living than a $100k onsite offer.
3 Common Mistakes When Comparing Offers
- Ignoring the Pension/401k Match: A 5% match on a $100k salary is an extra $5,000 of free money per year. Never look at just the base salary.
- Overvaluing Private Startup Equity: Monopoly money isn't cash. Unless the startup is late-stage or public, deeply discount the equity value when comparing against a liquid cash offer.
- Forgetting Insurance Premiums: If Company A pays 100% of your health premiums but Company B charges you $400/month, Company B's offer is effectively $4,800 lower per year.