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.
