Job Offer Comparison Calculator
Compare two job offers side by side. Go beyond base salary to see total compensation including bonuses, equity, retirement matching, insurance costs, PTO value, and commute expenses.
Quick Answer
A job offer with a lower base salary can be worth more overall when you factor in equity, bonuses, 401k matching, and benefits. An offer at $105,000 with strong equity and full 401k match can exceed a $120,000 offer with weaker benefits by $5,000-$15,000 in total annual compensation. Always compare total comp, not just base pay.
Enter Your Offers
Offer A
Offer B
| Component | Offer A | Offer B | Difference |
|---|---|---|---|
| Base Salary | $120,000 | $105,000 | -$15,000 |
| Annual Bonus | $12,000 | $15,750 | +$3,750 |
| Equity (Annual) | $10,000 | $20,000 | +$10,000 |
| 401k Match | $3,600 | $6,300 | +$2,700 |
| PTO Value | $6,923 | $8,077 | +$1,154 |
| Health Insurance (Annual) | ($3,000) | ($1,800) | +$1,200 |
| Commute (Annual) | ($2,400) | -$0 | +$2,400 |
| Net Compensation | $147,123 | $153,327 | +$6,204 |
Compensation Breakdown
About This Tool
The Job Offer Comparison Calculator helps you make an informed decision when choosing between two competing job offers. Most people focus on base salary alone, but total compensation includes bonuses, stock options or RSUs, retirement matching, health insurance costs, paid time off, and commuting expenses. This tool calculates the full picture so you can compare offers on equal footing and avoid leaving money on the table.
Why Base Salary Is Not Enough
Base salary typically accounts for only 60-75% of total compensation at mid-to-senior level positions in tech, finance, and other competitive industries. A company offering $110,000 base with 15% bonus, $200,000 in RSUs over four years, and full 401k matching could easily outperform a $130,000 base offer with no equity and minimal benefits. The gap becomes even more dramatic at senior levels where equity can represent 30-50% of total compensation. By looking only at the number on the offer letter, you risk accepting the objectively worse deal. This calculator breaks everything down to annual values so the comparison is transparent and apples-to-apples.
How Equity and RSUs Are Valued
Equity compensation comes in many forms: Restricted Stock Units (RSUs), stock options, and performance shares. RSUs at public companies have a clear market value on the grant date, though the actual value you receive depends on the stock price at vesting. This calculator divides the total equity grant by four years, which is the standard vesting schedule at most tech companies. For startup equity, the valuation is more speculative. If you received options at a startup, you should discount the value based on the company stage, your confidence in the valuation, and the likelihood of a liquidity event. A common approach is to value startup equity at 25-50% of the paper value for Series A-B companies, and even less for earlier stages.
The Hidden Value of 401k Matching
Employer 401k matching is essentially free money that compounds over decades. A 100% match on your 6% contribution at a $120,000 salary adds $7,200 per year in employer contributions. Over a 30-year career with 7% average returns, that single benefit could grow to over $680,000 in retirement savings. Even a 50% match adds $3,600 annually, which is the equivalent of a salary bump you will never see on your paycheck but absolutely should factor into your decision. This calculator quantifies the annual employer match so you can weigh it against other compensation components.
Health Insurance: The Cost That Varies Wildly
Employer health insurance plans range from fully covered (you pay $0) to plans where you shoulder $500-$800 per month in premiums. The difference between a $100/month plan and a $500/month plan is $4,800 per year, which is more than most people realize. Beyond premiums, deductibles, copays, and out-of-pocket maximums vary. A plan with higher premiums but lower deductibles may actually cost less if you use healthcare regularly. This calculator focuses on premium costs since those are known and fixed, but keep the full cost structure in mind when evaluating offers.
PTO and Commute: The Lifestyle Components
Paid time off has real monetary value. If you earn $120,000 annually, each PTO day is worth approximately $462. The difference between 15 days and 25 days of PTO is $4,615 in value, not to mention the quality-of-life impact. Some companies offer unlimited PTO, which sounds appealing but research shows employees at unlimited-PTO companies actually take fewer days off on average. Similarly, commute costs add up quickly. A 30-mile round-trip commute five days a week costs roughly $300-$500 per month in gas, wear, and parking. A remote position eliminates this entirely, which is equivalent to a $3,600-$6,000 annual raise. This tool converts both PTO days and commute expenses into annual dollar figures for a fair comparison.
Making the Final Decision
While this calculator quantifies the financial differences, some factors resist quantification. Company culture, growth opportunities, management quality, work-life balance, and career trajectory all matter. Use the total compensation comparison as a baseline, then weigh the intangible factors. If two offers are within 5-10% of each other in total comp, the intangibles should probably drive your decision. If one offer exceeds the other by 15% or more, you need a compelling non-financial reason to choose the lower offer.
Frequently Asked Questions
How do I value stock options vs RSUs?
Should I negotiate total compensation or base salary?
How much is unlimited PTO actually worth?
What about tax differences between offers?
How should I handle a signing bonus in the comparison?
What is a competitive 401k match in 2026?
Was this tool helpful?