Compare up to 3 job offers side-by-side — total comp, after-tax take-home, benefits value, and a weighted score.
Tax estimates use simplified flat rates (24% federal, 5% state, 7.65% FICA). Actual tax varies by state, filing status, and deductions. Consult a tax professional for precise calculations.
Raw base salary is a weak basis for comparing offers, because bonus, equity, and benefits can swing the real value by tens of thousands of dollars. This tool first sums total compensation — base salary, annual bonus, equity per year, sign-on bonus, 401(k) match, and health-insurance value — then derives two reality checks: an after-tax take-home using simplified flat rates (24% federal + 5% state + 7.65% FICA), and an hourly equivalent that divides the package by actual working days after PTO, adding ~$15/day of remote savings. Finally, a weighted 0–100 score blends compensation (40%), your growth rating (25%), work-life rating (20%), and remote flexibility (15%) so a lower-paying but higher-quality offer can still win the ★ BEST badge.
Four income components add into total compensation; flat-rate taxes and working days turn that into take-home and an hourly rate; the 40/25/20/15 weights produce the final 0–100 score.
Maya has two offers: TechCorp at $145,000 base with a $15,000 bonus, $20,000/yr equity, $10,000 sign-on, 6% 401(k) match, $8,000 health value, 20 PTO days and 3 remote days; and a startup at $135,000 base with a $20,000 bonus, $35,000 equity, $25,000 sign-on, 5% match, $9,000 health value, 25 PTO days and a fully remote schedule.
Compare up to 3 job offers: total comp, after-tax take-home, benefits value, PTO, remote flexibility. State tax differences. Free.
This tool puts up to three job offers side by side and normalizes them to what actually matters: total annual compensation, after-tax take-home by state, the cash value of benefits — health premiums, 401(k) match, equity, bonuses, PTO — and quality-of-life factors like remote flexibility and commute. A weighted scoring model lets you set what matters to you and see which offer wins under your priorities, not a generic formula. Base salary alone routinely misleads; two offers $10,000 apart can flip once taxes, premiums, and match are counted.
Candidates holding multiple offers who need a defensible decision, not a gut call they will second-guess. Anyone comparing a remote offer against an on-site one where cost-of-living and state income tax swing the math. New grads weighing a big-brand lower salary against a startup with equity. Internal candidates deciding whether a promotion beat an external offer. Couples making a relocation decision where one offer's location changes the other's prospects.
(1) Enter each offer's components: base salary, bonus target, equity or RSU value, sign-on, and expected raise schedule. (2) Add benefit costs and values: monthly health premiums, 401(k) match percentage, PTO days valued at daily rate. (3) Pick the state for each offer; state income tax and typical local costs adjust take-home. (4) Set your weights across compensation, benefits, flexibility, growth, and stability. (5) The comparison table and weighted score show the full picture, including which offer leads in each dimension.
Total compensation is base plus everything with cash or near-cash value, and building it systematically prevents the two classic mistakes: overvaluing equity and ignoring benefit gaps. Start with guaranteed money: base salary plus target bonus multiplied by a realistic attainment factor — use your judgment on whether the bonus actually pays out. Value PTO at daily base rate; a two-week PTO difference on a $120,000 salary is about $4,600. Compute the 401(k) match as straight cash: 6% match on $120,000 is $7,200. Health premiums compare as annual employee cost for equivalent coverage — a $300 monthly premium difference is $3,600 a year. Equity needs discounting: RSUs at a public company count near face value; startup options count at a fraction you choose based on stage, and many candidates use zero to stay honest. Then tax the totals by state — a $130,000 Texas offer out-earns a $140,000 California offer for many filers. The final step the tool automates: score non-cash factors with your own weights, because the best-paying offer is not always the best offer.
It normalizes all offers to a total compensation value. Enter base salary, bonus, equity (annualized value), retirement match (e.g., 5% of $100k = $5,000), health insurance premium difference, PTO value (daily rate × days), and remote work savings (no commute, no meals out). The tool shows true total comp for each offer and ranks them.
Yes. It applies state income tax, federal income tax, FICA (Social Security + Medicare), and standard deductions for each offer's work location. A $120,000 offer in California (high state tax) may net less than a $110,000 offer in Texas (no state income tax). The tool shows after-tax monthly take-home for side-by-side comparison.
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