How do you calculate the value of equity or RSUs?

RSUs are divided by the vesting period to get annual value. For public company RSUs, current stock price is used. For startup equity, the calculator models five exit scenarios and shows the annual expected value at each. The equity scenarios tab lets you see how the winner changes depending on exit outcome — critical for evaluating startup offers.

How much is PTO worth in dollars?

PTO value = (annual salary ÷ 260 working days) × extra days above your baseline. If Offer A gives 25 days and Offer B gives 15, and your salary is $150,000, the extra 10 days are worth $5,769/year. Most candidates ignore this entirely — it's one of the most undervalued components in offer comparisons.

What is the value of employer health insurance contributions?

Employer health contributions are dollar-for-dollar compensation you'd otherwise pay out of pocket. If one employer covers 90% of a $600/month premium and another covers 60%, the difference is $1,800/year. For family coverage these differences can exceed $5,000–$8,000 annually — often more than the difference in base salary.

Should signing bonuses count in the total comp comparison?

Yes, but annualized over your expected tenure. A $20,000 signing bonus over a 2-year expected tenure = $10,000/year. If it comes with a clawback clause requiring repayment if you leave within 12 months, that affects its real value — you're accepting a pay cut in exchange for upfront cash and must factor in the opportunity cost.

How do I compare 401k matches across offers?

401(k) matches are free money. A 4% match on a $140,000 salary = $5,600/year. Compare both the match percentage and the salary cap it applies to. Some companies match 3% of all compensation; others match 50% of your contributions up to 6%, which is meaningfully different. Always model based on your actual expected contribution rate.

🚀Growth & Career

Which Job Offer Is Actually Worth More?

Which job offer is actually worth more — when you compare every component?

What This Does

Two job offers can look nearly identical on the surface — and have a $40,000 annual difference once you break down total compensation. A base salary comparison misses 30–50% of the real value in most professional roles. Equity grants, signing bonuses, annual performance bonuses, employer 401(k) matching, health insurance premiums, remote work savings, and paid time off all carry measurable dollar value that most candidates estimate poorly or ignore entirely. This calculator does a side-by-side breakdown of two job offers across every major compensation component — then converts everything to a single comparable annual value so you can see at a glance which offer is genuinely more valuable. It also models equity scenarios at 1x, 3x, 5x, and 10x returns so you can evaluate the risk-adjusted value of startup equity versus a higher base at an established company. The goal is not to tell you which offer to take — fit, growth trajectory, and culture matter enormously and aren't captured in any calculator. The goal is to remove the financial confusion so your decision is based on accurate numbers rather than gut feel or assumptions. Most professionals significantly undervalue benefits packages and significantly overestimate the value of startup equity. This tool calibrates both so you can negotiate and decide with clarity.

When Should You Use This?

→You have two job offers and want a true apples-to-apples financial comparison
→You're evaluating whether to leave your current role — compare current comp to a new offer
→You want to quantify the dollar value of benefits, equity, and bonuses before negotiating
→You're deciding between a startup with equity and an established company with a higher base
→You want to understand how much each compensation component contributes to your total package

Example Scenario

Marcus has two offers. Offer A: $155,000 base, no equity, $10,000 signing bonus, 15 PTO days, employer covers 80% of health premium. Offer B: $135,000 base, $200,000 in 4-year RSUs at a late-stage startup, 20 PTO days, employer covers 60% of premium. Running all components: Offer A totals $167,000. Offer B totals $189,000 at a 3x exit but drops to $147,500 if the equity is worthless. Marcus decides Offer A is the risk-adjusted winner given his stage of life.