Job Offer Comparison Calculator
Compare job offers by total compensation and commute
Offer 1
Offer 2
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A job offer comparison calculator stops you from picking the offer with the biggest salary number and accidentally taking a pay cut. It nets out commute time, relocation costs, benefits gaps, equity vesting, and cost-of-living differences so you compare what actually lands in your life — total compensation per hour of your time, after taxes and after the new commute.
Example Calculation
Offer A: $120k base, $20k bonus, 30-min commute, NYC Offer B: $135k base, $15k bonus, 60-min commute, Austin A: $140k total, COL index 100, 40h+5h commute = 45h/wk Effective: $140k ÷ 45h ÷ 50wk = $62/hr B: $150k total, COL index 75 → $200k NYC-equivalent, 50h/wk Effective: $200k ÷ 50h ÷ 50wk = $80/hr B wins on adjusted hourly value despite worse commute.
Comparison Formula
Total comp = Base + Bonus + Vested equity per year + Benefits value Adjusted comp = Total comp × (Reference COL ÷ Local COL) Weekly time cost = Work hours + Commute hours Effective rate = Adjusted comp ÷ (Weekly time cost × Weeks/year)
Why Salary Alone Lies
Two offers with the same headline salary can differ by 30-40% in real value. Cost of living between US cities varies up to 2x. Commute differences of 30 minutes each way cost you 250+ hours a year. Health insurance premiums, 401(k) match percentages, equity vesting cliffs, and PTO days routinely swing $10-20k of value. Listing all of that side-by-side is tedious — which is exactly why most people don't, and exactly why this calculator exists.
Frequently Asked Questions
How do I value equity I haven't vested yet?
For public companies, divide grant value by years of vesting. For startups, heavily discount — a typical reasonable estimate is 0-25% of paper value.
Is a 4-day workweek worth a 10% pay cut?
4 days is a 20% time reduction, so 10% lower pay is a higher hourly rate. The calculator shows this on the effective-rate line.
How do I price a remote-vs-onsite difference?
Remote saves commute hours, transit costs, possibly a car payment, lunches out, and dry cleaning. Total $5-15k/year for most workers.
What about career growth?
Hard to model in a calculator. Use the numbers to set a floor, then weight non-financial factors (mentor, scope, exit options) qualitatively on top.
Should I include the signing bonus?
Yes, but amortize it over the period it's clawed back if you leave. A $20k signing bonus with a 1-year clawback is $20k year 1, $0 going forward.