Base, bonus, equity, retirement match, insurance and paid time off, resolved into a single annual figure for each offer so they can be compared at all.
Offer A
Offer B
Equity is divided by the vesting years, because a four-year grant is not a first-year number. Paid time off is priced at your own daily rate.
What this tool knows, and what it does not
It knows: How to price the parts of a package that are not salary, using the figures you enter.
It does not know: The tax treatment of your particular situation, and whether the equity will be worth anything.
Nothing you type here is sent to us or stored. The whole calculation runs in your browser.
How to use it
1. Start with base, because it is the only certain part
Everything else is conditional on something — performance, tenure, a share price, staying long enough to vest.
2. Enter the bonus at target, not at maximum
A maximum nobody has ever hit is not compensation. If you can find out what was actually paid last year, use that.
3. Divide equity by the vesting period
A four-year grant is not a first-year number. And if it does not vest for a year, the first year of that offer is worth less than it looks.
4. Price the benefits you would otherwise buy
Employer-paid health coverage and a retirement match are real money. Paid time off is worth your daily rate multiplied by the days.
5. Compare the totals, then sanity-check the base
If one offer wins only on equity, you are being paid in something that may be worth nothing. That is a decision, not an error, but it should be a conscious one.