Before accepting a job offer, calculate the total compensation — not just the salary. A $90,000 offer with strong benefits can be worth more than a $100,000 offer with expensive insurance and no retirement match.
What to Evaluate in a Job Offer
| Component | Questions to Ask |
|---|---|
| Base salary | Is it competitive for your role, location, and experience? |
| Bonus structure | Guaranteed vs. performance? What’s the realistic payout? |
| Health insurance | What’s your monthly cost? What’s the deductible? |
| 401(k) match | How much? What’s the vesting schedule? |
| PTO and sick days | How many days? Is it “unlimited” (which often means less)? |
| Stock options / RSUs | What’s the grant? Vesting schedule? Current value? |
| Remote / hybrid flexibility | How many days in office? Is it truly flexible? |
| Sign-on bonus | Is there a clawback if you leave within 12-24 months? |
| Relocation package | What’s covered? Moving, temporary housing, travel? |
| Professional development | Tuition reimbursement, conference budget, learning stipend? |
Total Compensation Comparison
| Component | Offer A ($95K base) | Offer B ($85K base) |
|---|---|---|
| Base salary | $95,000 | $85,000 |
| Annual bonus (target) | $0 | $8,500 (10%) |
| 401(k) match (full) | $2,850 (3%) | $5,100 (6%) |
| Health insurance (your cost/year) | -$6,000 | -$2,400 |
| Employer HSA contribution | $0 | $1,000 |
| PTO (value of extra days) | 15 days | 25 days (+$3,650 value) |
| Stock/RSUs (annual vest) | $0 | $5,000 |
| Commute cost / year | -$3,600 | $0 (remote) |
| Total compensation | $88,250 | $105,850 |
Offer B’s “lower” salary is worth $17,600 more per year in total compensation.
Red Flags in Job Offers
| Red Flag | What It Means |
|---|---|
| No written offer | Verbal offers aren’t binding — insist on writing |
| Salary is “TBD” or vague | They may lowball later |
| “Unlimited PTO” with no minimum | People often take less, not more |
| 100% performance-based bonus with unclear metrics | You may never see the bonus |
| No 401(k) match | Missing a foundational benefit |
| High insurance deductible ($5,000+) with high premiums | Double hit on healthcare costs |
| Sign-on bonus with 2-year clawback | You’ll owe it back if you leave |
| Start date pressure (“must start Monday”) | Red flag about work culture |
| No mention of growth or promotion path | May be a dead-end role |
What You Can Negotiate
| Item | Negotiability |
|---|---|
| Base salary | High — always ask |
| Sign-on bonus | High — especially if salary is firm |
| Start date | High — most employers are flexible |
| PTO days | Medium — easier at smaller companies |
| Remote / hybrid schedule | Medium — depends on company culture |
| Relocation assistance | Medium — if applicable |
| Stock options / RSU grant | Medium — common in tech |
| Title | Medium — costs employer nothing |
| Tuition reimbursement | Low-Medium — set by policy |
| 401(k) match | Low — set by company policy |
| Health insurance | Low — set by company policy |
Questions to Ask Before Accepting
| Category | Question |
|---|---|
| Compensation | Can I see the full benefits guide with costs? |
| Insurance | What’s the employee-only monthly premium? What plans are offered? |
| Retirement | What’s the 401(k) match? What’s the vesting schedule? |
| Time off | How many PTO days? Is there a waiting period? |
| Growth | What does the promotion timeline look like? |
| Culture | What’s the typical work schedule? Expectations for after-hours? |
| Stability | How long has this role existed? Why is it open? |
The Bottom Line
Never accept or reject an offer the same day. Ask for the full benefits package in writing, calculate the total compensation, and compare it to your current situation or other offers. The salary number is just the starting point — benefits, insurance costs, retirement match, and work flexibility can easily add or subtract $10,000-$20,000 from the true value.
Related: Before You Accept a Job Offer | Before You Negotiate Salary