Total Compensation Calculator

Total compensation is the complete value of your employment package—not just base salary. It includes bonuses, equity (RSUs/stock options), benefits (health insurance, 401k match), perks (gym membership, education reimbursement), and PTO value. A $100K salary job might be worth $135K+ in total comp. Understanding this helps you compare offers accurately and negotiate comprehensively.

RSUs: Divide total 4-year grant by 4 to get annual value (e.g., $200K grant = $50K/year). Stock options: Calculate (shares × (current price - strike price)). Note: stock prices fluctuate, and options have risk. For comparison purposes, use current values but understand equity is variable compensation, unlike salary.

Employer-sponsored health insurance typically saves you $8,000-$15,000 annually compared to buying individual coverage. Premium plans with low deductibles are more valuable than high-deductible plans. If your employer covers 100% of premiums (vs 80%), that's an additional $2,000-$4,000 annual value. Don't underestimate this when comparing offers.

Yes! PTO has real monetary value. Calculate it as: (annual salary ÷ 260 work days) × PTO days. Example: $100K salary with 20 PTO days = $7,692 value. When comparing offers, 5 extra PTO days at $100K salary is worth $1,923/year—equivalent to a roughly 2% raise. Use this to negotiate if salary is fixed.

A 401(k) match is free money from your employer. Common formula: company matches 50% of contributions up to 6% of salary. Example: $100K salary with 6% match = $3,000 free annually. This is immediate 50% return on investment. Max out your match before anything else—it's guaranteed return that significantly boosts total comp.

Yes, if they replace expenses you'd otherwise pay. Gym membership ($50-100/month), education reimbursement ($5K/year), commuter benefits ($300/month), WFH stipend ($50-100/month)—these add up to $3,000-$10,000 annually. Only count perks you'll actually use, but they absolutely offset personal expenses and increase your effective compensation.

Signing bonuses are one-time payments in year 1 (often to offset forfeited equity from previous employer). Performance bonuses recur annually but vary based on company and individual performance. When comparing offers over 4 years, signing bonus spreads to ~25% annually, while performance bonuses multiply by 4. Be realistic about bonus achievability—"up to 20%" often pays 10-15%.

Yes, employers often advertise total comp (base + target bonus + equity + benefits). This is technically accurate but can be misleading if equity is backloaded or bonuses are uncertain. Always break down: guaranteed (base, health insurance, 401k match) vs. variable (bonuses, equity appreciation). Negotiate guaranteed comp first—that's what pays your bills.