Base pay
For hourly work, include paid weeks and your expected paid hours. Salary already includes paid leave.
The value behind
every offer.
Total compensation comparison
Put salary, benefits and executive incentives side by side. Understand the annual value, the timing and the assumptions behind each package.
See a completed comparison.
Explore a fictional example before entering your own information.
01 / Your packages
Start with the opportunities.
Use company names or private labels. All amounts are in US dollars, before taxes.
02 / What’s included
Build the full picture.
Include the components you want to compare. A blank is unknown; 0 confirms no value. Excluded fields keep their entries but leave the calculation. Partial totals update as you go.
01Base pay
Compare annual salaries or annualize hourly pay using the paid hours and weeks you expect.
02Short-term incentives
See target incentives alongside your expected payout. The initial payout assumption is 100% of target; change it to reflect your scenario.
Annual bonus
Enter the target annual amount and your expected payout as a percentage of that target.
Commission
Enter only commission not already included in another incentive line.
Other short-term incentives
Use this for other annual cash incentive plans.
03Employer-paid benefits
Include employer-funded benefits separately from cash pay. Enter the employer’s contribution, not the full plan cost or your own retirement savings.
Employer retirement contribution
Enter the annual employer contribution or match you expect to receive. Exclude your own contributions.
Employer health contribution
Enter the employer’s annual contribution toward coverage. It is a benefit value, not cash paid to you.
Recurring cash allowances
Include recurring cash allowances that are part of pay. Leave reimbursed business expenses out of compensation.
04One-time & retention payments
Place signing, retention and make-whole cash in the year it is expected. Enter each payment once.
Signing bonus
Count the payment once, in the year you expect to receive it.
Retention payment
Use the expected payment year; any required service or performance conditions still apply.
Make-whole / replacement payment
Cash replacing incentives forfeited when leaving an employer. Put replacement equity in its long-term award schedule instead.
05Long-term incentives
Compare the next five years from the same starting point. Enter estimated value vesting or paying out in each year across all relevant awards, including any expected future grants. Leave unknown years blank; enter 0 for no award that year.
Restricted stock / RSUs
Enter estimated value vesting in each year across relevant awards. Count each portion once, not the entire grant every year.
Performance shares / units
Enter target value scheduled for each year, then set the expected payout percentage. Actual value depends on the award terms and outcomes.
Stock options
Enter your estimated option value by year, accounting for exercise cost. Do not enter the full underlying share value. This tool does not price options.
Long-term / deferred cash awards
Enter expected cash payouts by year. Include each award here or in another line only once.
Other long-term equity awards
Enter your estimated value by vesting or payout year for equity awards not included above.
06Employee costs & time off
Compare the employee’s annual premiums and paid leave separately. These figures are not added to employer-funded compensation.
Employee health premiums
Your annual premium cost is shown separately. It reduces the cash-after-premiums illustration, not the employer-funded package total.
Paid time off
Total annual paid days off, including vacation, holidays and other paid leave. Count overlapping days once. PTO is not added to salary.
03 / Your comparison
Value now. Value over time.
Awaiting amounts
Current job
—
Year 1 estimated package
Awaiting amounts
Offer 1
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Year 1 estimated package
Awaiting amounts
Offer 2
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Year 1 estimated package
Where the value comes from.
Bars show entered package values. Cash can include contingent incentives; equity and benefits are separate. Missing amounts are not estimated.
Cash compensationEmployer benefitsEstimated equity
The next five years.
Year 1 is the first 12 months of your comparison. Base pay, annual incentives and recurring benefits repeat unchanged. Scheduled cash and equity appear only in their entered year. Future raises and investment growth are not assumed.
| Period | Current job | Offer 1 | Offer 2 |
|---|
“Partial” means an included package amount is missing or invalid. Excluded items are omitted, so review each package’s included components before comparing totals.
How the calculations work
Annual core package = base pay + expected short-term incentives + recurring allowances + employer-paid benefits. Expected incentives = target × payout percentage. Hourly base pay = rate × paid hours per week × paid weeks per year.
Each year adds its scheduled one-time payments, long-term cash and estimated equity value. Performance-share schedules are multiplied by the expected payout percentage. The five-year total adds the five displayed years; awards beyond that period are outside this comparison.
Employee health premiums are shown separately, with a cash-after-premiums illustration before taxes and other deductions. Paid time off is compared in days, without adding its salary equivalent again. Employer benefit cost does not measure your personal value from a plan. Equity values and incentive payouts remain estimates that depend on the award terms, vesting, performance and your assumptions.
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