What total compensation includes
Base salary, target bonus, equity or RSUs at expected value, signing bonus spread over the period you have to stay to keep it, employer 401(k) match, and the employer's share of health premiums. Those are the dollars the company spends on you. PTO is shown separately because it is time, not money, but it has a daily value and a 20-day offer against a 10-day offer is worth about 4% of base.
Why effective hourly matters more than total comp
Two offers at $150,000 are not equal if one expects 40 hours and the other expects 55. Divide net compensation by the hours you will actually work and the second offer is 27% worse per hour. Commute and office costs (parking, transit, lunches, a second wardrobe) are after-tax dollars that a remote offer does not cost you; $3,000 to $6,000 a year is normal for an in-office role in a major metro.
How to value equity
Public company RSUs: the grant value divided by the vesting years, discounted for stock you cannot sell until vest. Private company options: much less than the paper number; a common approach is 25% to 50% of the stated value, or zero if you would not buy the company's stock with your own money. Put in the number you actually believe.
Questions to ask before you fill this in
- Is the bonus paid at target most years, or is target a ceiling?
- What is the vesting schedule and the cliff?
- Does the 401(k) match vest immediately?
- What does the employee pay per month for the health plan? That is the number that tells you what the employer is paying.
- Is the signing bonus clawed back if you leave in 12 or 24 months?
Comparing a contract against a W2 offer? Convert the contract first with the contract to W2 calculator and enter the result as an offer here.