Start with guaranteed compensation
Put base salary and guaranteed payments in one column for each offer. Then separate variable compensation such as bonuses, commissions and equity. A target bonus should not automatically be treated like guaranteed salary, especially when the payout depends on company or individual performance.
The Total Compensation Calculator can help you build a consistent annual estimate before you compare the offers.
Add the time cost
Record expected weekly hours, overtime, commute time and the number of office days. Time is part of the practical cost of a job even when it does not appear on a pay stub. Two jobs with similar compensation can have very different effective hourly value if one requires substantially more time.
For a deeper explanation, read What Is Effective Hourly Pay? and use the Career Decision Score to compare compensation and time together.
Compare benefits and flexibility
Review PTO, health coverage, retirement matching, parental leave, remote or hybrid flexibility, professional development and other benefits. Look for differences that affect both the value and the day-to-day experience of the role.
Flexibility deserves its own line item. A remote role can reduce commuting time and cost, while an office role may provide other benefits. The important point is to make the trade-off explicit rather than assuming one option is universally better.
Consider risk and timing
Ask how stable the role is, how performance is measured and what happens to bonuses or equity if you leave early. If one offer has a probation period, vesting schedule or unusually large variable component, write down those conditions before assigning a value to the package.
Separate measurable factors from judgment
Numbers are useful for compensation, time and commute costs. They are less useful for judging a manager, team culture, learning quality or whether you will enjoy the work. Use a calculator to make the measurable trade-offs visible, then make a separate judgment about the factors that require human context.
Use a consistent comparison table
| Factor | Offer A | Offer B |
|---|---|---|
| Base salary | Guaranteed | Guaranteed |
| Bonus / equity | Amount + conditions | Amount + conditions |
| Weekly hours | Normal + overtime | Normal + overtime |
| PTO | Days + policy | Days + policy |
| Commute | Time + cost | Time + cost |
| Flexibility | Remote / hybrid / office | Remote / hybrid / office |
| Growth | Skills + next step | Skills + next step |
| Risk | Stability + conditions | Stability + conditions |
Questions to ask before accepting
- What compensation is guaranteed in writing?
- How is the bonus calculated and when is it paid?
- What are the normal and peak weekly hours?
- How often is the team expected in the office?
- What is the realistic next role after 12–24 months?
- Which benefits have waiting periods or eligibility conditions?
Job offer comparison FAQ
Should I compare total compensation or base salary?
Compare both. Base salary is easier to treat as guaranteed, while total compensation can include variable or conditional amounts. Keeping the categories separate makes the comparison more realistic.
How should I compare a remote job with a higher-paying office job?
Include commute time and direct commute costs, then consider flexibility and your own preferences. A higher salary may still win, but you should know what the extra money is buying.
What is the best way to compare two job offers?
Use a consistent table for compensation, time, benefits, flexibility, risk and growth. Quantify what can be measured and keep subjective judgments separate.