Free Job Offer Comparison Calculator

Put both on the same annual footing before you compare anything. Add base salary, the target bonus as a percentage of base, the 401(k) match as a percentage of base, and then divide the total equity grant and the signing bonus by the vest period so a four-year grant is not counted as year-one money. That gives a comparable annualised figure. Only then adjust for where you would live and what the commute costs. The calculator on this page does that arithmetic for up to three offers at once.

Divide the grant by its vest period to get an annual figure, and enter the value at grant rather than a hoped-for future value. For public-company RSUs that number is reasonably solid. For private-company options it is a guess dressed as a number — the strike price, the preference stack, and whether a liquidity event ever happens all sit between the grant and any cash. This calculator takes whatever value you enter and never estimates one for you, precisely because nobody can honestly estimate it from the outside.

Include it, but spread it over the same vest period you use for equity rather than adding it whole to year one. A signing bonus is a one-off, and treating it as recurring salary is how a lower-paying offer wins on paper. Also check the clawback: many are repayable in full if you leave inside twelve or twenty-four months, which makes them closer to a loan than to compensation.

A cost-of-living index expresses how expensive one place is relative to a baseline, usually set at 100. An index of 130 means roughly 30% more expensive than the baseline, so the same salary buys less. This calculator ships no index of its own — it defaults to 100, meaning no adjustment, and you enter your own. Numbeo publishes a widely used crowd-sourced index, the OECD publishes comparative price levels between countries, and most national statistics offices publish regional equivalents. Pick one source and use it for every offer so the comparison stays internally consistent.

No. Every part of the calculator is free and unlocked: all seventeen inputs, up to three offers, the ranked table, the year-by-year vesting table, the sensitivity view, saved scenario sets and Print or Save as PDF. Nothing here is behind a signup wall. The only two things a free ResumeAI account adds anywhere in these tools are AI rewriting of your own writing and uploading an existing PDF or DOCX resume, and neither of those is part of comparing offers.

No. It is arithmetic on the seventeen numbers you type, and the page publishes a table showing how each one is treated. It carries no salary benchmarks, no cost-of-living index, no tax model and no equity multiplier — the cost-of-living field defaults to 100, meaning no adjustment, and the share-price growth field defaults to 0, meaning the shares are worth what they are worth today. It is not a score, not a model, and not a prediction of which offer is better for you.

Less than most people expect. The year-by-year table is an annual model, so a twelve-month cliff on a four-year grant still delivers a quarter of the grant by the end of year one — the rows look identical to a grant with no cliff at all. Only a cliff longer than twelve months actually moves value out of year one. The same is true of 401(k) match vesting: unless the match schedule runs longer than the equity vest, it changes when the money lands, not the total across the horizon.

Only in this browser's localStorage on this device, under the key cvai:tools:offers:v2. If you used an earlier version of this page, the older cvai:tools:offers:v1 key is read once, copied into the new one, and then deliberately left in place as a backup rather than deleted. Nothing is uploaded, there is no account, and the page makes no network request while you use the calculator — you can confirm that in your browser's devtools. Clearing site data or switching devices erases the figures.

No, and the calculator is explicit about where it stops. Paid time off is priced at your own daily rate and shown, but never added to total compensation — a salaried person's paid days off are already inside their base salary, so adding them would double-count and quietly favour whichever offer has the better holiday policy. What PTO does change is the effective daily rate: the same cash spread over fewer worked days. Remote days only reduce the commute cost you entered, and a one-off relocation payment is shown but never annualised. Beyond that, a gap of a few thousand a year is usually noise next to the work itself, the people you would report to, and whether the role moves you toward what you want next.