Which offer is really worth more?
A $120K base offer at one company can be worth $40K less than a $110K offer at another. This calculator compares total compensation — salary, equity, bonus, PTO, and benefits — so you know the real number before you negotiate.
CPC $7.40 — highest on site
Compares up to 2 offers
Includes equity + benefits value
Total compensation comparison tool
Offer A
Base compensation
Equity
Benefits
Offer B
Base compensation
Equity
Benefits
Offer A$0
Offer B$0
Reference data
What benefits are worth in dollar terms
Most people only compare base salaries. Here's how to put a real dollar value on the benefits that make up 30–40% of total compensation.
| Benefit | Average annual value | How to calculate yours |
|---|---|---|
| Employer health insurance (single) | $7,911/yr | Ask HR for the employer contribution amount — varies widely by plan |
| Employer health insurance (family) | $22,463/yr | KFF 2023 Employer Health Benefits Survey benchmark |
| 401k match (4% of $95K salary) | $3,800/yr | Salary × match % × up to the cap (usually 4–6%) |
| PTO (15 days on $95K salary) | $5,481/yr | Daily rate (salary ÷ 260 working days) × PTO days |
| Remote work (3 days/week) | $4,000–6,000/yr | Commuting cost savings + estimated productivity value |
| Annual bonus (10% target) | $9,500/yr | Salary × bonus % — note: target vs. guaranteed varies by company |
| RSU/equity grant ($80K over 4yr vest) | $20,000/yr | Total grant ÷ vesting years — subject to stock price change |
| Professional development budget | $1,500–5,000/yr | Ask for the exact amount and what it covers |
FAQ
Total compensation questions answered
Total compensation is everything your employer pays you — base salary, bonus, equity (RSUs/stock options), health insurance contributions, 401k match, the dollar value of your PTO days, and other benefits. A higher base salary doesn't always mean higher total comp.
Always negotiate total compensation. Base salary is often hardest to move because it affects future raises and levelling bands. Signing bonuses, equity grants, extra PTO, and accelerated review timelines are frequently easier for companies to approve — and they add up to significant dollar value.
Divide the total RSU grant by the vesting period (usually 4 years) to get the annual value. For public company RSUs, use the current stock price. For private company equity, apply a discount of 50–80% to the stated value — private equity may never become liquid.
The six most often overlooked: signing bonus, extra PTO days, remote work flexibility, a 6-month salary review clause, professional development budget, and accelerated equity vesting. Most people only ask about salary — asking about these signals sophistication and often gets a yes.