Evaluate a job offer by looking at the complete picture. Covers base salary comparison, benefits valuation, growth opportunities, culture assessment, and decision-making frameworks.
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Base Compensation Analysis
Compare the offered base salary to market data for your role and location
Check 3 salary databases filtered by job title, city, and years of experience. If the offer falls below the 50th percentile, you have data to support a counteroffer. If it is above the 75th percentile, the base is strong and negotiation may be better spent on other terms.
Calculate the effective hourly rate based on expected work hours
A $120,000 salary at 40 hours/week is $57.69/hour. The same salary at 55 hours/week drops to $41.96/hour. Ask current employees about typical work hours during your interviews. The real hourly rate matters more than the number on the offer letter.
Factor in any variable compensation: bonuses, commissions, or equity
Ask for the actual average payout percentage for bonuses — not just the target. A 15% target bonus with an 80% average payout means you should plan for 12%, not 15%. For equity, ask about the vesting schedule (typically 4 years with a 1-year cliff) and the current valuation methodology.
Benefits Valuation
Calculate the dollar value of health insurance coverage
Compare the monthly premium, deductible, out-of-pocket maximum, and coverage level (individual vs. family). Employer-sponsored health insurance is worth $7,000-$22,000 per year depending on the plan. A job with a $5,000 lower salary but $0 premium may actually pay more.
Evaluate retirement contributions and employer match
A 6% match on a $100,000 salary is worth $6,000/year in free money. Some employers also contribute a flat percentage regardless of your contribution. Ask when matching contributions vest — immediate vesting versus a 3-year schedule changes the real value significantly.
Count PTO days and compare to your current package
Each PTO day is worth approximately 0.4% of your annual salary. The difference between 15 and 20 PTO days on a $100,000 salary is $2,000 in value. Also check if unused PTO rolls over, has a cap, or gets paid out when you leave.
Add up other benefits: education stipend, wellness budget, commuter benefits
Professional development budgets ($1,000-$5,000/year), gym reimbursements ($50-$100/month), commuter benefits ($300/month pre-tax), and meal perks add up. Total these line items — they can be worth $5,000-$15,000 annually and are often overlooked during offer comparison.
Work Arrangement and Commute
Confirm the remote/hybrid/in-office policy in writing
Ask specifically: 'How many days per week are employees expected in the office?' Verbal assurances of flexibility mean nothing if the written policy says otherwise. Get the policy in your offer letter, especially if remote work was a key factor in your decision.
Calculate your commute cost in time and money
A 45-minute one-way commute costs you 7.5 hours per week — that is 375 hours per year, equivalent to 9.4 full work weeks. Add gas, parking, transit passes, and car wear ($0.67/mile is the IRS rate). A job paying $5,000 less but saving you an hour daily may be the better financial choice.
Ask about schedule flexibility and core hours
Some companies require 9-5 presence. Others set core hours (10am-3pm) with flexibility around them. If you have school pickups, medical appointments, or a preference for early/late work, flexibility is worth thousands in reduced stress and logistics costs.
Growth and Development
Ask about the typical promotion timeline and criteria
Request specifics: 'What does the path from this role to the next level look like, and what is the typical timeline?' If they cannot answer clearly, promotion paths may be ad hoc. Companies with structured leveling systems promote more predictably — usually every 18-24 months for strong performers.
Research the team you would join: size, manager tenure, and turnover
A team with a manager who has been there 3+ years and low turnover signals stability. High turnover (4+ departures in 12 months for a team of 10) is a red flag. Ask: 'How long has the team been together in its current form?' during interviews.
Evaluate whether the role builds skills you want for your next career move
Every job should prepare you for the one after it. Ask yourself: 'What will I be able to do in 2 years that I cannot do today?' If the answer is 'the same things, faster,' the role may be a lateral move disguised as an opportunity.
Check if mentorship or coaching programs exist
Formal mentorship programs accelerate career growth by 20-30% compared to figuring things out alone. Ask if the company pairs new hires with mentors and whether they fund external coaching. A $3,000 coaching stipend can be worth more than a $3,000 salary increase.
Culture Assessment
Review employee reviews on 2-3 platforms for recurring themes
Look for patterns, not individual complaints. If 8 out of 20 reviews mention poor management, that is a pattern. If 1 person complains about parking, that is noise. Pay attention to reviews from your specific department — company-wide ratings can mask team-level issues.
Ask your interviewers: 'What is the hardest part about working here?'
This question reveals honest pain points. If everyone gives the same polished non-answer, the culture may discourage candor. If they mention specific challenges and how they handle them, that signals a healthy environment. Ask at least 2 different people.
Assess work-life balance by asking about after-hours communication norms
Ask: 'How often do people send messages or emails after 6pm or on weekends?' and 'Is there an expectation to respond outside business hours?' The answers reveal the real culture, not the one on the careers page. Also check if the company has a formal disconnect policy.
Decision Framework
Create a side-by-side comparison of your current job versus the offer
List every factor in a spreadsheet: total compensation, commute, remote policy, PTO, growth opportunity, team quality, and culture. Score each factor 1-10 and weight them by importance to you. A structured comparison prevents emotional decision-making.
Set a decision deadline and communicate it to the employer
Most employers give 3-7 days to decide. If you need more time (waiting on another offer, relocation research), ask: 'Could I have until [specific date] to give you a thoughtful answer?' Reasonable extensions are almost always granted. Indefinite stalling is not.
Discuss the offer with a trusted advisor who knows your career goals
Talk to someone who will challenge your thinking, not just agree with you. A mentor, partner, or career-focused friend can spot blind spots. Present both the pros and cons — if you only share the positives, you have already decided and just want validation.
Frequently Asked Questions
How long can I take to respond to a job offer?
Most employers provide 3-7 business days for a decision, and requesting up to two weeks is generally acceptable for senior roles or when relocating. Respond within 24 hours to acknowledge receipt and express enthusiasm, even if you need more time. Asking for a deadline extension of 2-3 days beyond the initial window is rarely denied and signals thoughtfulness rather than disinterest.
Should I accept a job with a lower salary for better benefits?
Calculate total compensation including health insurance (employer contribution of $6,000-$20,000/year), retirement matching (3-6% of salary), equity, bonus potential, and PTO value. A role paying $85K with full family health coverage and 6% 401(k) match can exceed the total value of a $100K role with minimal benefits. Use a spreadsheet to compare offers on total annual value, not base salary alone.
Is it okay to negotiate after verbally accepting an offer?
Negotiating after a verbal acceptance is risky and can damage trust — the appropriate time to negotiate is between receiving the written offer and signing it. If you discover new information (like significantly below-market equity or missing benefits), you can raise specific concerns before signing. Once you sign the offer letter, renegotiating is generally off the table until your first performance review.
What red flags should I look for in a job offer?
Watch for vague equity terms without a vesting schedule, 'unlimited PTO' without disclosed average usage days, non-compete clauses exceeding 12 months or covering broad geographies, and sign-on bonuses with repayment clauses if you leave within 1-2 years. Also investigate Glassdoor reviews specifically mentioning the team or manager — a 3.0 or lower company rating on Glassdoor correlates with 35% higher turnover within the first year.
How do I compare two job offers fairly?
Create a weighted scorecard with categories: total compensation (30%), career growth potential (25%), work-life balance (20%), company stability (15%), and culture fit (10%). Score each offer 1-10 in every category and multiply by the weight. This structured approach prevents anchoring on salary alone and surfaces which offer better aligns with your current career priorities.