How to Compare Two Job Offers Beyond the Salary

What should I collect before comparing?

Compare offers from the written terms, not from what you remember of a phone call. Ask each employer for the offer in writing and collect the same items for both:

• Base salary and how often it is paid
• Bonus or commission: whether it is fixed or discretionary, how it is decided and when it is paid
• Equity, if any: what kind, how much, and the vesting schedule
• Benefits such as health insurance, retirement contributions and paid time off
• Working hours, overtime rules and how much remote work is allowed
• Location and expected travel
• Start date, probation period and notice period
• Job title, the team you join and who you report to

The terms that matter, and what they are called, differ by country and employer. If something on this list does not apply, leave it out for both offers.

How do I compare pay fairly?

Pay is only comparable when it is on the same basis. Add up the parts you can count on, and keep the uncertain parts separate.

For example, Offer A pays a base salary of $82,000 with no bonus. Offer B pays $76,000 plus a bonus that the letter describes as discretionary, with a target of 10 percent. Offer B's target total is $83,600, but only $76,000 is certain. Compare $82,000 with $76,000 as the certain pay, and treat the bonus as a possible extra rather than part of the base. These figures are fictional and only show the method.

Also count costs that differ between the offers, such as a longer commute or a move, and benefits with a clear value, such as an employer's retirement contribution.

For an estimate of your market value to set the offers against, you can use Salary Diagnosis, which works without an account. Treat it as one reference point, not as the value of a specific offer.

How do I rate the factors beyond pay?

Rate each offer from 1 (poor) to 5 (excellent) on the same five factors. Write one sentence for each rating, so you remember why you gave it.

What does a worked comparison look like?

The comparison below is a fictional example. The overall rating is the simple average of the five factors.

In this example, Offer A pays more and is easier to live with, while Offer B scores higher on the work itself. Neither number makes the decision for you. It shows where the trade-off is, so you can ask yourself whether the difference in pay is worth the difference in fit and growth.

What if the offers are close?

If the overall ratings are close, look at the factors that matter most to you right now. Some people give one factor more weight in their own head, for example growth early in a career or location when family needs come first. You can also ask each employer one more question, or ask to speak with a future teammate, to settle the factor you are least sure about.

How do I confirm unclear terms?

Before you accept, ask the employer to confirm anything unclear in writing: how the bonus is decided, when equity vests, the remote work arrangement or the start date. Keep the replies with the offer letters. For questions about the legal meaning of a contract term, or tax questions, consult a qualified professional rather than relying on a general guide.

How Hired helps

Compare Offers in Hired is available after you sign in. It places your opportunities with the status Offer, Negotiating or Signed side by side, showing the salary and your 1 to 5 ratings for Position Fit, Growth, Work-Life Balance, Company Appeal and Commute / Location. The Overall rating is the simple average of the factors you rated. Salary Diagnosis gives you an estimate of your market value without an account.