Job Offer Comparison Calculator
Put two or three offers side by side and see what each is really worth in a normal year, in the first year, and per hour you actually work.
How the comparison works
For each offer the calculator adds up what you would receive in a normal year: base salary, the part of the bonus you expect to be paid, the part of the equity you expect to be worth anything, the employer's retirement match, and employer-paid benefits, less anything it costs you to take the job. A separate first-year figure adds the sign-on bonus, which you only get once.
The per-hour figure divides the normal year by the hours you will really work, after paid days off. A job that pays more but needs 50-hour weeks can come out below one that pays slightly less for 40.
The two sliders that matter most
Bonus and equity are where offers differ most and where the numbers are least certain, so each has a "how likely" setting. Reliably paid bonuses can stay near 100. For startup equity, many people use a much lower figure, because options often end up worth little or nothing. The result under the table shows whether your choice would change if the equity were worth zero.
Nothing here is tax advice. Figures are before tax, and tax, pensions and benefits work differently by country, so use the calculator to compare, not to predict your take-home pay.
What it can't weigh
Growth, the manager you would have, the work itself, job security and how you feel about the team don't fit in a formula, and they often decide the choice. Use the numbers to make sure money isn't the hidden deciding factor, then weigh the rest yourself.
Everything you type stays in your browser and nothing is sent or stored.
Keep every offer and deadline in one place
The Rezumz tracker records each application, its status, and each offer's pay, bonus, equity and deadline, and reminds you what needs a reply.
Questions
How should I value stock options?
Carefully. For a listed company's shares you can use their current value. For a private startup, many people count a small fraction of the paper value, or none, and treat any payout as a bonus. Ask about the vesting schedule, strike price and what happens if you leave.
Should I include the sign-on bonus in the comparison?
Look at both numbers. The first-year figure includes it, the normal-year figure doesn't. A big sign-on bonus can make an offer look better for one year only; some come with a repayment clause if you leave early.
Why count hours worked?
Two jobs paying the same can differ a lot per hour. Using the hours you will really work, not the contract, shows the real difference.
Can I negotiate using this?
Yes: it helps you see which part of an offer to ask about. If a number is far behind, ask for movement on the part that is easiest for the employer to change, often the sign-on bonus, bonus or start date.