Job Offer Comparison Calculator
Compare two job offers by total compensation. See which offer is really better when you factor in salary, bonus, equity, benefits, and commute costs.
Compare Job Offers
See the true total compensation of each offer
Vested value per year
Your contribution
Employer pays
miles
Gym, transit, meals, etc.
Vested value per year
Your contribution
Employer pays
miles
Gym, transit, meals, etc.
Too Close to Call
-$1,501
Both offers have very similar total compensation (within 3%).
Component Breakdown
$35.75
effective rate
$31.45
effective rate
15 days
$4,327
15 days
$4,976
- New Offer has significantly higher commute costs.
How to Use This Calculator
Enter the details for both job offers including base salary, bonus percentage, and any equity or RSUs (use the annual vesting value).
Add the 401k match details - both the match percentage and the limit they'll match up to. For example, "4% match up to 6%" means they'll match dollar-for-dollar on the first 4% of your contribution, up to 6% of your salary.
Include health insurance costs. Enter your monthly premium contribution and the total annual value of the health plan (usually found on your benefits summary).
Don't forget commute details. Enter the one-way distance and how many days per week you'll be in the office. The calculator factors in both the direct cost and time opportunity cost.
Adjust the calculation settings at the bottom to set your hourly time value (what your time is worth to you) and driving cost per mile.
Understanding Your Results
The Net Total Compensation is the key number. It includes all monetary benefits minus your commute costs and (optionally) commute time value.
The component breakdown shows how each offer compares across different categories. The highlighted bars indicate which offer is better in each area.
The effective hourly rate divides your net compensation by total time spent (work hours plus commute). This reveals the true value of your time at each job.
The considerations section highlights significant differences between the offers that might influence your decision beyond pure compensation.
Frequently Asked Questions
How do I compare job offers with different benefits?
Convert all benefits to annual monetary value. Include: base salary, bonus (expected value), equity (annual vesting value), 401k match (your contribution * match rate), health insurance (employer premium - your cost), PTO (daily rate * days), and other perks. Our calculator does this automatically.
Should I include commute costs when comparing offers?
Absolutely. Commute costs include gas, wear on your car (~$0.67/mile IRS rate), parking, and tolls. But also consider the time cost - an extra 30 minutes each way is 250+ hours per year. At your hourly rate, that's significant. Our calculator factors in both.
How much is a day of PTO actually worth?
Your PTO value equals your daily rate (annual salary / 260 working days). If you earn $75,000, each PTO day is worth about $288. An offer with 5 more PTO days is worth $1,440+ annually. Don't dismiss PTO differences as minor.
How do I value equity or RSUs in a job offer?
For public companies, use the current stock value of your annual vesting amount. For startups, be conservative - most equity becomes worthless. Consider using 10-25% of the stated value for early-stage startups. Our calculator lets you input your own estimate.
What's the typical 401k match I should expect?
The most common 401k match is 50% of contributions up to 6% of salary (effectively 3% free money). Some companies offer 100% match up to 4-6%, or even higher. A 6% match on a $100,000 salary is $6,000/year - equivalent to a $6,000 raise.
How do I compare offers with different bonus structures?
Consider the expected value, not the maximum. If a 10% bonus is 'target' with 80% of employees hitting it, use 10%. If it's discretionary and rarely paid in full, discount it. Ask the recruiter what percentage of employees hit target bonus.
Should I take a higher salary or better benefits?
It depends on your situation. Pre-tax benefits (401k match, health insurance) are more tax-efficient than salary. But salary forms the base for future raises and often for future job offers. Our calculator shows the total value to help you decide.
How much more should a new job pay to be worth switching?
A common rule is 10-20% more total compensation to offset the risk and disruption of changing jobs. However, consider non-monetary factors: career growth, learning opportunities, work-life balance, management quality, and job security.
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