How do I evaluate a job offer beyond base salary?

A complete offer evaluation assesses every monetary component: base salary, target bonus, annual equity (RSUs or options), sign-on, employer 401k match, and the estimated value of benefits and PTO. Professionals who focus only on base salary often misjudge an offer by 30-50%. This tool computes both Year 1 total (with sign-on) and recurring annual compensation.

What is a competitive total compensation package?

It depends on level and market, but the key principle is that total comp — not base alone — is what you should compare. For senior roles at technology companies, base salary, bonus (15-40% of base), and equity ($20K-$200K+ per year annualized) can combine into a figure far larger than the headline salary suggests.

How much does equity impact total compensation?

At mature technology companies, annual equity grants (RSUs) often represent 25-50% of total compensation for senior roles. At growth-stage companies, equity may be a smaller cash-equivalent value but carries higher upside. Always model the annualized equity value across the full vesting schedule when comparing offers.

What is a good bonus percentage?

Target bonuses typically range from 10-15% for individual contributors, 15-20% for managers and directors, 25-40% for VPs, and 40-60%+ for C-suite roles at technology companies. Structures vary by industry and company — always clarify whether the stated percentage is target, maximum, or guaranteed.

Should I negotiate salary, bonus, or equity first?

Base salary is usually the anchor that affects bonus (often a percentage of base) and future raises, so lead with base to set the foundation. For high-growth companies, equity often creates more total value than base adjustments — negotiate equity and sign-on next to maximize both Year 1 and long-term value.

How is the offer score calculated?

The offer score is a 0-99 composite that weighs total recurring compensation alongside the quality of the package mix — rewarding strong bonus targets, meaningful equity, full 401k matching, and generous PTO. It is a directional indicator of competitiveness, not a substitute for benchmarking against your specific market.

Should I include benefits and PTO in the comparison?

Yes. Health, retirement, and PTO carry real economic value. Employer 401k matching alone can be worth thousands per year, and each PTO day represents roughly your daily rate. Including them gives you an apples-to-apples comparison between offers that look similar on base salary alone.

Job Offer Evaluator

Calculate the true total value of any job offer including salary, bonus, equity, sign-on, 401k match, PTO, and benefits — before you decide.

How to evaluate a job offer

Enter base salary — Start with the offered annual base salary.
Add bonus and equity — Enter your target bonus percentage and the annualized value of equity (RSUs or options).
Add the extras — Include sign-on bonus, 401k match, estimated benefits value, and PTO days.
Review the analysis — See Year 1 total, recurring annual comp, your offer score, and the full compensation mix.

Frequently Asked Questions

How do I evaluate a job offer beyond base salary?: A complete offer evaluation assesses every monetary component: base salary, target bonus, annual equity (RSUs or options), sign-on, employer 401k match, and the estimated value of benefits and PTO. Professionals who focus only on base salary often misjudge an offer by 30-50%. This tool computes both Year 1 total (with sign-on) and recurring annual compensation.
What is a competitive total compensation package?: It depends on level and market, but the key principle is that total comp — not base alone — is what you should compare. For senior roles at technology companies, base salary, bonus (15-40% of base), and equity ($20K-$200K+ per year annualized) can combine into a figure far larger than the headline salary suggests.
How much does equity impact total compensation?: At mature technology companies, annual equity grants (RSUs) often represent 25-50% of total compensation for senior roles. At growth-stage companies, equity may be a smaller cash-equivalent value but carries higher upside. Always model the annualized equity value across the full vesting schedule when comparing offers.
What is a good bonus percentage?: Target bonuses typically range from 10-15% for individual contributors, 15-20% for managers and directors, 25-40% for VPs, and 40-60%+ for C-suite roles at technology companies. Structures vary by industry and company — always clarify whether the stated percentage is target, maximum, or guaranteed.
Should I negotiate salary, bonus, or equity first?: Base salary is usually the anchor that affects bonus (often a percentage of base) and future raises, so lead with base to set the foundation. For high-growth companies, equity often creates more total value than base adjustments — negotiate equity and sign-on next to maximize both Year 1 and long-term value.
How is the offer score calculated?: The offer score is a 0-99 composite that weighs total recurring compensation alongside the quality of the package mix — rewarding strong bonus targets, meaningful equity, full 401k matching, and generous PTO. It is a directional indicator of competitiveness, not a substitute for benchmarking against your specific market.
Should I include benefits and PTO in the comparison?: Yes. Health, retirement, and PTO carry real economic value. Employer 401k matching alone can be worth thousands per year, and each PTO day represents roughly your daily rate. Including them gives you an apples-to-apples comparison between offers that look similar on base salary alone.

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