Job Offer Comparison Calculator

How Job Offer Comparison Works

Two job offers rarely match on every line. One pays more base. The other offers more equity. One has a 4-day workweek. The other has a generous 401(k) match. To make a fair comparison, convert each component into a real annual dollar value, then sum them up.

This approach gives you a single number that represents total annual compensation — the real economic value of each offer. The difference between the two totals is the actual annual delta you would gain or lose by choosing one offer over the other.

The 7 Components That Actually Matter

1. Base Salary

The headline number. Compare before-tax base for the same role scope and hours. It's the starting point, but it's rarely the whole story.

2. Annual Bonus

Bonuses often range from 5% to 25% of base, depending on the role. Use the expected value (your target bonus), not the maximum. If a bonus is heavily discretionary, discount it by 50–70% to reflect the realistic outcome.

3. Equity / RSU Vesting

Most equity grants vest over 4 years. Divide the total grant value by 4 to get an annual figure. Apply the same conversion to both offers so the comparison is fair. If you believe one company has higher risk (e.g., a startup), multiply its equity by 0.7 to discount for risk.

4. Signing Bonus

A one-time payment. To compare it apples-to-apples with recurring compensation, divide the signing bonus by the number of years you expect to stay (typically 3–4 years). $20,000 signing amortized over 4 years = $5,000/year in value.

5. 401(k) Match

Employer match is real cash. If one employer matches 6% of your base and another matches 4%, the difference on a $120,000 base is $2,400/year. Some employers also offer Roth 401(k) options that may have different value.

6. Health Insurance

The average employer health insurance contribution is $15,000–$20,000/year for a family plan. A 20% gap in employer coverage (e.g., 100% vs 80%) means $3,000–$4,000/year you'd pay out of pocket elsewhere. See how health premiums affect take-home pay.

7. PTO Value

Paid time off has real cash value. Calculate it as: (annual salary ÷ 2,080 hours) × PTO hours. A 5-day difference in PTO between offers can be worth $2,000–$3,000/year in real time off.

Bonus: Commute Cost

Commute has two costs: actual (gas, transit, parking) and time value. The 2026 IRS standard mileage rate is 67¢/mile. A 30-mile round-trip commute costs roughly $4,000/year in direct costs alone, plus 250+ hours of unpaid time per year. A remote or hybrid option that reduces commute days by 60% is worth $2,000–$3,000 in direct costs plus the time value.

What This Tool Does Not Include

• Career trajectory and promotion pace (one role may grow faster than the other)
• Company culture, team, and manager fit (hard to quantify but often the biggest factor)
• Job security and layoff risk (startups vs established companies)
• Tax-advantaged benefits like HSA, FSA, or commuter benefits
• Equity liquidity (public vs private stock, lockup periods)
• Relocation costs or sign-on relocation packages

Treat this calculator as a baseline. The numbers help you decide, but the full decision involves factors only you can weigh.

Job Offer Comparison Questions