Job Offer Comparison Calculator
Compare up to 3 job offers side by side with weighted scoring across total compensation, work-life balance, career growth, stability, and culture. Enter the numbers, rate each offer, set your priorities - and get a scored recommendation. Download your full comparison as a spreadsheet. Free, no sign-up.
Weighted Scoring Across 5 Factors
Not just salary. Every offer is scored on total compensation, work-life balance, remote flexibility, career growth potential, company stability, and culture fit - with weighting adjusted to your own priorities.
True Total Compensation
Base salary, annual bonus, equity, and signing bonus combined into one figure - with commute costs deducted to show the real net value of each offer.
Download as a Spreadsheet
Export your full comparison as a CSV file, ready to open in Excel or Google Sheets. Share with a partner, mentor, or recruiter helping you decide.
How the Job Offer Comparison Calculator Works
Three steps to a clear, scored recommendation.
Enter Your Offers
Add up to 3 job offers. For each one, enter the compensation details (base, bonus, equity, signing) and work conditions (remote days, PTO, commute). Then rate each offer on growth, stability, and culture.
Set Your Priorities
Tell the calculator what matters most to you - set the importance of compensation, work-life balance, career growth, stability, and culture to Low, Medium, or High. The scoring adjusts to your priorities.
Get Your Recommendation
The calculator scores each offer out of 100, shows a full breakdown by category, highlights key trade-offs, and gives a clear recommendation. Download the comparison as a spreadsheet to share or revisit later.
Compare Your Job Offers
Rate each offer from 1 to 5. Leave blank for neutral.
Rate each offer from 1 to 5. Leave blank for neutral.
What Matters Most to You
Set the importance of each factor. This adjusts how the final score is calculated.
Counter Offer Calculator
Enter the salary you have been offered and see exactly what different counter percentages look like in dollar terms - so you can decide how aggressive to be.
Is a 20% Counter Offer Too Much?
A 20% counter offer is not inherently too much - but it requires justification. If you have a competing offer at or near the counter number, or if your research shows the offered salary is genuinely below market rate for your experience level, a 20% counter is not only reasonable but often expected. The number itself is less important than the reasoning you give for it.
The standard counter offer is 10-15% above the original offer. This is the range most hiring managers expect and are prepared to negotiate within. Going beyond 15% without clear justification - a competing offer, market data, or specific evidence of your value - risks signalling that you are not serious or that you did not research the role properly.
The most important rule: always give a specific number, not a range. A range of '$90-100k' tells the employer to offer $90k. A specific figure of '$97,000' signals that you have done your research and know what you want. Use the Salary Negotiation Email Generator to turn your counter into a professional, ready-to-send email once you have decided on your number.
How to Choose Between Job Offers
Most people decide between job offers by comparing salaries and stopping there. Base salary is important, but it is rarely the full picture. An offer with a $10,000 lower base salary but 5 remote days per week, 5 more PTO days, and a $15,000 equity package often represents significantly more total value - both financially and in terms of quality of life. The challenge is that comparing these factors across different units requires a structured framework.
Total compensation is the right starting point, not base salary alone. Add the annualised value of your bonus, equity grants, and signing bonus (spread over two years). Then subtract your annual commute costs from each. This gives you the real financial value of each offer. Many candidates are surprised to find the 'lower salary' offer is actually worth more once these factors are accounted for.
Beyond compensation, the factors that most affect job satisfaction are remote flexibility, PTO, commute time, and career trajectory. Research consistently shows that flexible work arrangements are valued by most professionals at between $5,000 and $15,000 per year - meaning an offer with full remote work is worth considerably more than its salary suggests. The calculator above converts commute time into hours per year, so you can see what the 'free' office job is actually costing you in time.
Career growth is the hardest factor to quantify but often the most important over a 3-5 year view. A role at a higher-growth company or with a clearer promotion path can be worth a $20,000 base salary gap within two to three years. Give serious weight to your qualitative ratings on growth and stability - these factors compound in ways that compensation differences often do not.
Job Offer Comparison Questions, Answered
How do you compare two job offers effectively?
The most effective way to compare job offers is to evaluate total compensation (not just base salary), then score each offer across non-financial factors using a consistent framework. Calculate total annual comp for each offer: base + (base x bonus %) + annual equity + (signing / 2). Deduct annual commute costs. Then rate each offer on career growth potential, company stability, culture fit, remote flexibility, and PTO. Weight each factor according to your personal priorities and calculate a total score. The calculator above does all of this automatically.
What factors should I consider when choosing between job offers?
The key factors are: total annual compensation (including bonus, equity, and signing bonus), remote flexibility and commute impact, PTO and work-life balance, career growth trajectory, company stability and financial health, team culture and management quality, and benefits (healthcare, parental leave, learning budget). Most candidates over-weight base salary and under-weight remote flexibility and growth potential. Research shows that commute time and remote flexibility are worth $5,000-$15,000 per year to most professionals in job satisfaction terms.
Is a 20% counter offer too much?
A 20% counter offer is not too much if you have the leverage to justify it - specifically, a competing offer at or near that figure, or clear market data showing the offered salary is below rate for your experience level. Without that justification, 20% risks damaging your credibility. The standard counter offer range is 10-15% above the offer, which most employers are prepared to negotiate within. Always give a specific number rather than a range, and be ready to explain the rationale for your figure.
How much should you counter offer on a salary?
The standard counter offer is 10-15% above the initial offer for most roles. Use 5-10% if you have no competing offer and want minimal risk. Use 15-20% if you have a competing offer or specific market data showing the salary is below rate. Use 20%+ only if you have named competing offers or niche expertise that is genuinely hard to find. In all cases, give a specific dollar figure rather than a percentage or a range - employers respond better to specific, researched asks.
How do you calculate total compensation when comparing offers?
Total annual compensation = base salary + (base x annual bonus %) + annual equity value (RSUs, options, etc.) + signing bonus / 2 (spread over two years). From this, deduct your annual commute costs (monthly commute cost x 12). The result is your net annual compensation, which gives a fair basis for comparing offers that differ in their mix of base, bonus, and equity. The calculator above does this calculation automatically for each offer.
How do you compare a remote job offer vs an office job financially?
Start with the difference in base salary between the two offers. Then add the annual commute cost of the office role (monthly transport costs x 12, plus parking, wear and tear, or any tolls). Research consistently puts the value of remote flexibility at $5,000-$15,000 per year in job satisfaction terms, above and beyond the direct cost savings. A remote role paying $5,000 less than an office role with a 45-minute commute and $200/month in transport is financially roughly equivalent - and most people rate the flexibility as worth additional value on top of that.
How long should you take to compare job offers?
Most employers expect a decision within 2-5 business days of a formal written offer. If you need more time - because you are waiting on another offer to come in, or you need to complete due diligence - ask for it professionally and promptly. 'I am very interested and would like to request until [specific date] to make my final decision' is a standard and accepted request. Do not go silent. If two offers arrive simultaneously, use a structured comparison to make a faster, more confident decision rather than agonising without a framework.
Should I always negotiate a job offer?
Yes, almost always. Research consistently shows that the majority of hiring managers expect candidates to negotiate, and that negotiating rarely leads to offer withdrawal. The risk of not negotiating is leaving money on the table that the employer was prepared to offer. The only exception is if the offer is already significantly above your target and you have no competing leverage - in which case a very small counter (5%) is low risk. The Salary Negotiation Email Generator above can turn any counter offer decision into a ready-to-send email in under a minute.
Job Offer Comparison Calculator FAQ
Have questions? Find answers below or contact us .
Is this job offer comparison tool free?
Yes, completely free. No sign-up, no email required. Compare as many sets of offers as you need.
How is the total score calculated?
Each offer is scored across five categories: total compensation (normalized relative to the other offers), work-life balance (based on remote days, PTO, and commute time), career growth (your rating), company stability (your rating), and culture & fit (your rating). Each category is scored 0-10. The final score is a weighted average of the five categories, multiplied by 10 to produce a 0-100 score. The weighting reflects the importance levels you set in the 'What Matters Most' section.
What if I have not rated all the qualitative factors?
Unrated factors default to a neutral score of 5/10, which means they neither help nor hurt any offer relative to the others. For the most accurate result, try to rate all four qualitative factors for each offer - even a rough 1-5 estimate is better than leaving them blank.
Can I compare just two offers?
Yes. The calculator starts with two offers by default. Add a third only if you have one. The compensation scoring normalizes relative to the offers entered - two offers or three offers, the relative scores are calculated the same way.
What does the CSV download include?
The CSV includes the full compensation breakdown for each offer (base, bonus, equity, signing, total, net), work conditions (remote days, PTO, commute), your qualitative ratings, the calculated score for each category, and the final total score. Open it in Excel or Google Sheets to share with a partner, mentor, or recruiter.
How can LoopCV help me get more offers to compare?
The strongest negotiating position is having multiple genuine offers. LoopCV automates job applications across 20+ job boards - so instead of waiting on one offer, you build a pipeline of several simultaneously. More offers mean more leverage, better comparison options, and the genuine freedom to walk away from a bad deal.
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