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Career Transition
Manual Offer & Compensation Comparison
A manual offer comparison with calculation steps, not an automatic equity valuation or tax calculator. Use one currency/time basis. Keep conditional and illiquid amounts separate; seek suitable legal/tax advice on terms. You may skip questions that do not fit or discuss them with your coach.
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Guaranteed recurring cash: annual base + guaranteed recurring allowances. Keep signing payments separate. What is confirmed in writing?
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Target cash scenario: base + (base × bonus rate), only if the bonus uses that basis and all conditions are met. Show guaranteed and target amounts separately.
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Use the fictional example to distinguish recurring, one-time and conditional cash. What needs clarifying in your offers?
Fictional example: base 80,000 and a discretionary 10% bonus gives 80,000 guaranteed base and 88,000 at target before tax. A 5,000 signing payment gives first-year target cash 93,000, not recurring cash.
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Equity questions: units/type | vesting dates | exercise price/cost for options | expiry | dilution/liquidity | tax questions. Unvested or illiquid equity is not guaranteed spendable cash.
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Compare with your current role: offer amount − current comparable amount = difference. Negative is valid. List non-cash priorities and uncertainties separately.
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What will you clarify or negotiate, and by when will you decide?
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Optional quick estimate of a compensation increase in USD thousands. For negative, uncertain or other-currency differences, use the comparison above.
Does not calculate total compensation. Do not enter uncertain equity as guaranteed cash.
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