Job Offer Comparison Calculator

By ToolsHub360 Team · Last updated: October 2026

Enter two offers and compare the stated cash and estimated benefit values side by side.

Higher comparison total

Offer A

Offer A total: $111,192.31
Offer B total: $108,653.85
Difference: $2,538.46

PTO uses salary ÷ 260 as a comparison proxy, not cash added to salary. Bonuses and employer match may depend on eligibility or vesting.

How the calculation works

Comparison total = base salary + annual bonus + annual 401(k) employer match + PTO days × (salary ÷ 260) + annual health and other benefits value. PTO is a comparison proxy, not additional salary.

Worked example

Offer A has $90,000 salary, $5,000 bonus, $3,000 401(k) match, 15 PTO days, and $8,000 benefits. Its PTO proxy is $90,000 ÷ 260 × 15 = $5,192.31, for a $111,192.31 comparison total. Offer B has $95,000 salary, $2,000 bonus, $2,000 match, 10 PTO days, and $6,000 benefits. Its proxy is $3,653.85 and total is $108,653.85. A leads this model by $2,538.46.

Compare every part of the offers

A higher base salary does not always mean a stronger overall package. Add the expected annual bonus, employer retirement match, paid time off days, and your estimate of health and other benefits for each offer. The calculator presents totals and a difference, allowing you to see what drives the gap rather than looking only at the headline salary.

Enter an annual bonus you reasonably expect to receive, not a multi-year target or a one-time signing bonus repeated forever. If the bonus is discretionary, run a second scenario with zero bonus. The same caution applies to employer 401(k) matching: a match may require your own contribution and can have vesting rules before it is fully yours.

The daily PTO value uses annual salary divided by 260 nominal workdays. Paid leave usually does not add extra cash to a salary; the proxy merely places a value on days you can be away from work without losing regular pay. If you treat salary as already including paid leave, compare the cash-and-benefit subtotal instead to avoid double-counting.

Estimate benefits from actual plan terms

For health coverage, look at the employer's annual contribution or the difference between the premium you would pay under each plan. A plan with a lower premium but a higher deductible may cost you more if you need frequent care. The benefits input can include other meaningful employer-funded items, but keep your method consistent between offers.

A promised retirement match is not identical to cash salary. It may be deposited into a restricted account and subject to vesting. Likewise, a commuter benefit or education allowance has value only if you can use it. Enter what it is worth to you rather than automatically accepting a marketing figure from an offer letter.

Suppose two plans advertise the same insurance contribution but one has a much narrower provider network. Their practical value may be different even though the entered amounts match. The calculator cannot evaluate provider access, coverage exclusions, or claim risk. Read the summary of benefits before assigning a dollar estimate.

Use the results in negotiation

If the preferred role pays less in the displayed model, identify the specific gap. You might ask for a higher base, a guaranteed first-year bonus, more leave, or better retirement matching. Negotiating from a complete comparison is more specific than asking for a raise based only on another employer's salary figure.

Also consider location, commute, working hours, advancement, management, and the certainty of each offer. A flexible schedule may matter more than a small compensation difference. Stock awards, relocation benefits, and one-time bonuses need their own separate valuation; do not silently fold uncertain amounts into recurring annual benefits.

Save the offer details and rerun scenarios when terms change. Be careful with a job that quotes total compensation using an unusually large target bonus: a guaranteed dollar is different from a conditional one. Results are gross comparison estimates before personal taxes and deductions, not a promise of how much will land in a bank account.

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Reviewed for accuracy by the ToolsHub360 Team in October 2026. Results are estimates for planning; verify your actual offer, benefits, and applicable rules.

Frequently Asked Questions

How do I compare two job offers?

Enter annual base pay, realistic bonuses, employer 401(k) match, PTO days, and benefit values for both. Compare both the modeled total and the individual terms.

How do I put a value on benefits?

Use the employer's annual insurance contribution and matching value, adjusted for what you can actually use. PTO is shown as a planning proxy and is not extra salary.

How do I negotiate using total compensation?

Identify which terms create the gap and ask for specific improvements, such as base pay, a guaranteed bonus, or additional leave.

What matters beyond salary?

Consider job stability, hours, commute, growth opportunities, benefit conditions, and whether bonus or match promises are guaranteed or vested.