Job offer comparison calculator
Two offers side by side on total annual compensation: base, bonus, equity, 401(k) match, and the extras. The real gap, not the base salary gap.
Offer A
Offer B
Total annual compensation
Offer A leads by $20,300
$190,300 (Offer A) vs $170,000 (Offer B), on your inputs.
Offer A
Offer B
Gross annual figures, before taxes. The equity values are your assumptions, not guarantees. State taxes change the net: the same salary takes home differently by state, which the paycheck calculator covers.
Comparing two offers is a great problem to have. OyaPilot helps you get more real offers by filtering ghost jobs and tailoring truthfully.
How to compare job offers on the whole package
Base salary is the loudest number in an offer, but it is rarely the whole story. Bonus, equity, retirement match, and one-time extras can move total compensation by tens of thousands. This tool adds them up the same way for both offers so the comparison is fair.
Total compensation, not base salary
A $150,000 base with a 10% bonus and a 4% match is worth more than a $160,000 base with neither. Compare the annual sum of everything the offer pays, then weigh the softer factors (growth, team, stability) separately.
Value equity honestly
Public-company RSUs are close to cash and can go in at face value. Private-company equity is not cash: it may never be liquid, and the paper number reflects a preferred-share price you will not get. Discount it heavily for risk, or run the comparison twice, once with the equity at zero.
Bonus targets are not guarantees
A "target" bonus depends on company and personal performance and can pay out below target or not at all. If the bonus is contractually guaranteed for year one, count it fully; if it is a target, consider entering a haircut of what you realistically expect.
The 401(k) match is real money
A 4% match on a $150,000 base is $6,000 a year of compensation many people forget to count. Vesting schedules matter too: a match that vests over four years is worth less if you expect to leave sooner.
Use the "other" line for one-time value
Amortize a signing bonus over the years you expect to stay (a $20,000 signing bonus over two years is $10,000 a year), and use the same line for meaningful benefits differences like healthcare premiums or a wellness stipend.
Taxes and cost of living change the net
The same gross salary nets very differently in Texas and California, and rent differences can swamp a $10,000 gap. This tool compares gross figures; the paycheck calculator estimates take-home by state.
Comparing job offers, the honest answers
Add up total annual compensation for each: base salary, expected annual bonus, annualized equity value, 401(k) match, and any other recurring value. Compare those totals first, then weigh non-money factors like growth, manager, and stability. This calculator does the math side by side.
Base salary, cash bonus (target or guaranteed), the annual value of equity grants, employer retirement contributions like a 401(k) match, and recurring extras such as a signing bonus spread over your expected tenure or a benefits difference you can price.
There is no single right number, because most private-company equity never becomes cash. Many people compare offers twice: once with the equity at the company’s stated value and once at zero, then decide how much the upside is worth to them. A common middle ground is a 50% to 90% discount depending on stage.
No. A target bonus depends on performance and payout multipliers, and in a bad year it can be zero. Count it fully only if it is contractually guaranteed. Otherwise enter the fraction you realistically expect based on the company’s recent payout history if you can learn it.
Not necessarily. State income tax can take a large bite: the same salary nets thousands more in a no-income-tax state. If the offers are in different states, compare take-home with the paycheck calculator before deciding.
No. The math runs entirely in your browser. Nothing you enter on this page is sent to a server or stored.