Job offer comparison
tool.
The only calculator that handles backloaded RSUs, NYC/Portland local taxes, and complex 401k matches.
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Job Offer Comparison FAQ
How do I calculate total compensation for a job offer?
Total compensation goes well beyond base salary. A complete calculation includes base salary, annual bonus (adjusted for whether it is guaranteed or discretionary), signing bonus (counted only in year 1), the annual value of equity grants adjusted for vesting schedule, employer 401k match, the dollar value of employer health insurance contributions, and PTO days valued at your daily rate. After summing these, you subtract federal and state income taxes, FICA, and any pre-tax deductions to arrive at your true annual take-home. Missing any one of these — particularly state taxes and equity vesting — can cause you to misrank two offers by tens of thousands of dollars.
Does state income tax really matter when comparing job offers?
Yes — significantly more than most candidates realize. California's top marginal state income tax rate is 13.3%, while Texas, Florida, and Washington have no state income tax at all. On a $200,000 salary, this difference alone can mean $20,000 to $26,000 more or less in annual take-home pay depending on which state you work in. A job offer that appears lower on paper can actually put more money in your pocket every month if it is based in a no-tax state, which is why comparing gross salaries across state lines without adjusting for tax is a common and costly mistake.
How should I value RSU equity in a job offer?
For publicly traded company RSUs, use the current stock price multiplied by the number of shares granted, then divide by the vesting period to get annual equity value — but remember this fluctuates with the stock price daily. For late-stage private company equity, apply a 50% discount to the stated value to account for illiquidity and uncertainty. For early-stage startup equity, a 15% or lower discount factor is appropriate given the high probability that the shares may never be worth their paper value. Always compare equity on an annual vested basis rather than the full grant value, since you only receive a fraction each year and your situation may change.
What is a good 401k match percentage?
The US average employer 401k match is approximately 4.3% of salary, commonly structured as 50% of the first 6% you contribute — meaning you must contribute 6% yourself to receive the full 3% match. Matches above 5% of salary are considered generous, and matches structured as 100% of the first 4-6% are exceptionally competitive. A 1% difference in 401k match on a $150,000 salary is $1,500 per year in additional compensation — and because it grows tax-deferred, its long-term value is significantly higher than the immediate dollar amount suggests.
Should I take a higher salary or more equity?
The right answer depends on two factors: the company stage and your personal financial situation. At publicly traded companies, equity behaves like deferred cash — it is predictably valuable and worth weighting heavily in your comparison. At early-stage startups, equity is speculative — statistically most startup equity returns nothing, so a meaningful base salary premium over the startup offer is rational compensation for that risk. If you have near-term financial obligations (mortgage, family, debt), prioritize base salary over equity regardless of stage, since equity cannot pay monthly bills.