Job Offer Comparison
Calculator
Results
- Advantage of offer B
- $59,786.65
- Offer B cumulative
- $394,262.20
- Offer A cumulative
- $334,475.56
- Final-year package
- $80,965.93
Projected income path
- Offer A cumulative
- Offer B cumulative
Year-by-year income projection
| 1 | 63,000.00 | 79,800.00 | 16,800.00 |
| 2 | 127,890.00 | 156,096.00 | 28,206.00 |
| 3 | 194,726.70 | 233,917.92 | 39,191.22 |
| 4 | 263,568.50 | 313,296.28 | 49,727.78 |
| 5 | 334,475.56 | 394,262.20 | 59,786.65 |
Comparison
| Scenario | Total compensation | Final-year package |
|---|---|---|
| Baseline scenario | 334,475.56 | 70,907.06 |
| Selected scenario | 394,262.20 | 80,965.93 |
Formula
P(t) = S × (1+g)^(t−1) × (1+b), advantage = ΣP_B − ΣP_A= 59786.65
Note
This is not financial, tax or career advice. It is a simplified model: it applies the displayed formula to the figures you entered, uses a single constant rate for every year unless you supplied more, and ignores progressive tax bands, benefits, student-loan write-off rules, pension allowances and any country's specific employment law. Real careers are not smooth: pay freezes, redundancy, illness, caring responsibilities and market shifts all break a constant-growth assumption. Inflation-adjusted figures can be negative — a rise below inflation is a real pay cut. Consult a qualified adviser before acting on any figure here.
More in Career and income
See all →Frequently asked questions
How should I compare a lower base salary with better benefits against a higher base with fewer perks?+
Convert every benefit into its annual dollar value: employer 401(k) match, health insurance premium difference, bonus target, and equity, then add them to base salary to get total compensation. A $5,000 lower base with a 4% 401(k) match on a $100,000 salary and cheaper health premiums can easily beat a higher base with no match.
How do I value stock options or RSUs that haven't vested yet?+
Only count vesting-year value, not the full grant, and discount it for risk if the company is private or early-stage, since illiquid equity can go to zero. A common approach is to value RSUs at grant-date fair value divided across the vesting schedule, and haircut private company options by 50% or more to reflect uncertainty.
Does the calculator account for cost of living differences between the two job locations?+
Not automatically unless you enter adjusted figures yourself; the tool compares the numbers you input. If one offer is in a higher cost-of-living city, use the relocation-salary-adjustment calculator first to convert both salaries to comparable purchasing power before comparing.
Why does total compensation matter more than base salary alone?+
Base salary is only one line of your paycheck; bonus, equity, retirement matching, and benefits can easily add 15-40% on top. Two offers with identical base salaries can differ by tens of thousands of dollars a year once you account for these extras.
Should I factor in job stability or growth potential, not just current pay?+
The calculator captures compensation at a point in time, not career trajectory, so a lower-paying offer at a fast-growing company or with a clearer promotion path may still be the better long-term choice. Use the numeric comparison as one input alongside qualitative factors like role scope, manager quality, and industry stability.