Job Offer Comparison Calculator: Compare Two Salary Packages Side by Side
A $10,000 base-salary gap can shrink to $2,000 once you add health insurance, 401(k) match and PTO. Enter both offers below to compare total compensation, not just headline pay.
What this page helps you do
- Compare two job offers on total compensation — not base salary alone
- See how health, 401(k), bonus, PTO and perks close a $10k base gap
- Follow a relocation workflow (COL + state tax + affordability)
Reading time: about 7 minutes. Dollar values you enter are annual estimates for planning.
Why Shouldn't You Compare Offers on Base Salary Alone?
A $10,000 base gap can shrink to under $1,000 in total comp. Benefits, bonus, employer-paid health and PTO often add 25–40% on top of base pay — numbers that never appear in the headline salary.
Offer A at $65,000 base can beat Offer B at $75,000 base once you count guaranteed perks. HR teams quote base because it is simple; your bank account cares about total annual value.
Use this offer comparison calculator to line up both packages, then validate take-home with the Take-Home Pay Calculator and whether rent fits using the Salary Affordability Calculator.
What Counts in Total Compensation?
Include every dollar the employer pays or funds on your behalf. Skip items you pay yourself (employee 401(k) deferrals) unless the company matches.
| Component | Include? | How to estimate annual value |
|---|---|---|
| Base salary | Yes | Stated annual salary |
| Annual / signing bonus | Yes (if likely) | Target bonus % × base, or guaranteed sign-on |
| Employer health premium | Yes | Company-paid portion of medical/dental/vision |
| 401(k) employer match | Yes | Match % × eligible wages (up to IRS limit) |
| PTO value | Yes | Extra paid days × (base ÷ 260 workdays) |
| Equity / RSUs | Optional | Expected vest value this year — mark as uncertain |
| Other perks | If cash-like | Stipends, tuition, commuter — use W-2 or cash value |
Definitions and tax treatment vary — read Total Compensation vs Salary before you negotiate. HR package design often starts in the HR Salary Calculator.
Offer Comparison Worked Example: $89.9k vs $90.9k
Offer B wins by only ~$985/year despite $10,000 higher base. Default inputs on this page show Offer A ($65k + full benefits) at $89,900 total vs Offer B ($75k + lean benefits + $10k equity in Other perks) at ~$90,900.
| Component | Offer A | Offer B |
|---|---|---|
| Base salary | $65,000 | $75,000 |
| Bonus | $6,500 | $0 |
| Health (employer) | $8,500 | $3,000 |
| 401(k) match | $3,900 | $0 |
| PTO value | $5,000 | $2,885 |
| Other perks | $0 | $10,000 |
| Total comp | $89,900 | ~$90,900 |
Base-only comparison says Offer B is +$10,000. Total comp says +~$985 (~1.1%). Run your numbers in the calculator — small changes to health or match flip the winner.
How Do You Factor Relocation, COL and State Tax?
Total comp is step one; local buying power is step two. A higher offer in a high-COL city can net less after rent and state tax.
Relocation comparison workflow
- Compare total compensation here (apples-to-apples annual value).
- Adjust for cost of living with the Cost of Living Calculator (housing, groceries, transport).
- Estimate net pay per state via Take-Home Pay by State (2026 wage tax).
- Check rent against net using the Salary Affordability Calculator.
- If base still lags, model a counter with the Raise Calculator.
Example: $75,000 in Texas vs California — same gross, different net and rent ratio. Total comp does not capture that; affordability does.
What Are Equity and Bonus Caveats?
Treat bonuses and equity as conditional, not guaranteed cash. Enter expected annual value in Other perks, then compare a “guaranteed only” scenario with equity zeroed out.
Bonus caveats
Target bonuses may pay 0% in a bad year. Signing bonuses are usually guaranteed once — add to year-one math only if clawback rules allow. Lump-sum bonuses can face higher withholding; see Bonus Tax Withholding.
Equity caveats
RSUs depend on vest schedule and stock price. Options may expire worthless. Four-year grants front-load recruiting value but back-weight wealth — discount unvested grants when comparing to cash-heavy Offer A.
What Should You Negotiate After Comparing Offers?
Negotiate the lever that closes the total-comp gap. If Offer B wins by $985, a $2,000 base bump or extra week of PTO may flip your decision.
| Priority | Ask if weaker on… | Why it matters |
|---|---|---|
| 1 | Base salary | Compounds every year; easiest to explain |
| 2 | Signing bonus | One-time bridge without permanent payroll cost |
| 3 | 401(k) match | Immediate ROI; tax-advantaged |
| 4 | Employer health contribution | $3k–$8k/year swing between plans |
| 5 | PTO / flexible hours | Monetize extra days (see FAQ below) |
| 6 | Equity refresh / grant size | Only if role is equity-heavy |
Translate any base counter into take-home before you accept — the Raise Calculator shows 2026 federal net impact on monthly pay.
Offer Comparison Calculator FAQs
No — compare total compensation. Base plus bonus, employer health, 401(k) match, PTO and other guaranteed perks. Our default example shows only ~$985 between $89.9k and ~$90.9k totals despite a $10k base gap.
Often $15,000–$25,000/year on a $65k base. Health ($8,500), match ($3,900) and PTO ($5,000) in Offer A add ~$24,900 beyond base — why total comp beats headline salary.
Compare total comp first, then net pay and rent. Use Take-Home Pay by State, Cost of Living Calculator and Salary Affordability Calculator for each location.
Enter expected annual value in Other perks — then stress-test without it. Unvested equity is uncertain; compare guaranteed cash + benefits separately before you count stock toward rent money.
Extra paid days × daily rate. On $65,000 base, daily pay ≈ $250; two extra weeks (~10 days) ≈ $2,500/year. Offer A’s four-week PTO value ($5,000) vs Offer B’s ($2,885) is a $2,115 swing in our defaults.
Close the gap on base, sign-on, match, health or PTO. If totals are within ~1%, small moves matter. Use the Raise Calculator to see take-home on any base counter before you accept.