Total Compensation Calculator - Calculate Your Full Package
Calculate your total compensation including salary, bonus, equity, benefits, and perks. Understand the true value of your job offer.
The total comp calculator computes a job offer's actual value — base salary, signing bonus, annual bonus target × realistic hit rate, equity vesting per year, and the cash-equivalent of benefits (health-premium difference, 401(k) match, PTO value, parental leave). For most office roles, total comp runs 30–60% above base. Comparing offers on base alone consistently undersells the better package. The calculator runs in your browser; pasted offer details never leave your device. Use it after both offers are written; verbal offers are subject to change and should not drive a final decision.
Use cases
Comparing competitive offers. Plug in base, signing, equity, bonus target, vesting schedule, and benefits for each. The calculator surfaces total Year 1 + projected Years 2–4. The headline-higher offer often loses on total once everything is included.
Negotiating the most flexible levers. Base raises are usually capped at the band; signing bonus, equity refresher, and PTO are often more flexible. The total-comp framing keeps you focused on negotiating the levers that move.
Modeling the value of equity vs. cash. Public-company RSUs are close to cash equivalent. Private-company equity is variable. The calculator models both, with conservative valuations for private equity (most recent 409A × probability of vest) so you do not over-weight illiquid grants.
How it works
Enter base salary. Annual gross. The starting point — every other line builds on it.
Add signing bonus (Year 1 only). One-time payment at start. Some companies claw back if you leave within 12 months — note the clawback term, factor it into your decision.
Compute equity vesting per year. 4-year vest with 1-year cliff is most common. Annual vest = total grant ÷ 4. For private companies, multiply by probability you stay through vest (typically 0.5–0.7 for early-stage, 0.8+ for late-stage / public).
Add bonus target × realistic hit rate. Bonus target is often listed. Hit rate is rarely 100% in practice — use 80% as a default unless you have specific information. The historical company-wide bonus payout rate is the most reliable input if available.
Add cash-equivalent of benefits. Health-premium difference + 401(k) match × your contribution + PTO days × daily rate + parental leave value if applicable. Sums to 20–40% of base for most office roles.
Examples
A candidate weighing $200K base + 4% match vs. $180K base + 8% match + $30K signing + $40K more equity. Year 1 total comp comes out higher on offer B once everything is included. Year 2 stays higher because of ongoing equity. Candidate accepts B despite the lower headline base.
A candidate over-weighting equity in a Series B startup. Initial calculation values equity at full grant value. Re-runs with conservative private-equity valuation; equity weight drops 60%. Cash-heavy offer at a public company wins on total comp.
Frequently asked questions
What goes into total comp?
Base salary, signing bonus (Year 1 only), annual bonus target × realistic hit rate, equity vesting per year, and cash-equivalent of benefits (health-premium difference, 401(k) match, PTO value, parental leave). Total typically runs 30–60% above base.
How do I value private-company equity?
Conservatively. Use the most recent 409A or strike price × shares × probability of vest. For early-stage startups, treat equity as upside lottery, not income. For late-stage / public RSU offers, the listed value is usually close to real.
How is total comp different from "TC" people post online?
Online TC numbers usually reflect peak Year 2–3 earnings (after first signing bonus has been replaced by equity vesting). Year 1 TC for a new hire is typically lower than the headline TC numbers people self-report.
When should I negotiate total comp vs. base?
Always think in total comp; negotiate the most flexible levers. Base raises are usually capped at the band; signing bonus, equity refresher, and PTO are often more flexible. The total-comp framing keeps you focused on the right numbers.
Tips
Always think in total comp, not base alone — base understates the package by 30–60%.
Public-company RSUs are close to cash equivalent; private-company equity is upside lottery.
Use 80% as a default bonus hit rate unless you have specific information.
Negotiate the most flexible levers (signing, equity, PTO) when base is capped.
Compare Year 1 AND Years 2–4; offers can flip on multi-year comparison.