Job Offer Calculator

Always compare 4-year totals. Companies structure compensation differently. Amazon's back-loaded vesting (5/15/40/40) makes Year 1 look low, but the 4-year total may be competitive. Conversely, a high Year 1 offer with front-loaded vesting might have lower long-term value. The 4-year view reveals the true comparison.

Use the vesting dropdown to select company-specific schedules. Google uses a front-weighted 38/32/20/10 schedule (more equity early). Amazon uses a back-weighted 5/15/40/40 schedule (more equity in years 3-4). Meta and most companies use standard 25/25/25/25. Amazon compensates for low Year 1 equity with larger signing bonuses.

Cash bonuses in different years impact your yearly cash flow. Signing bonuses are Year 1 only. Retention bonuses may spread across Years 2-4. Amazon often gives $50-100K+ Year 1 signing to compensate for back-loaded vesting. Enter bonuses in the year they're paid to see true annual compensation.

RSUs (Restricted Stock Units) are shares granted to you that vest over time. Value = share price (no cost to you). Common at public companies and later-stage startups (Series C/D+), sometimes offered alongside or instead of options. Stock Options give you the right to buy shares at a fixed "strike" price. Value = (current price - strike price). Options have more upside potential but can be worthless if the strike exceeds current price. Early-stage startups typically grant options; later-stage may offer RSUs or a mix.

ISOs (Incentive Stock Options) are only available to employees and have potential tax advantages under certain holding periods. NSOs (Non-Qualified Stock Options) can be granted to employees, contractors, and advisors. Both give you the right to buy shares at a fixed strike price. The tax treatment differs significantly—consult a tax advisor for your specific situation.

Strike price = 409a valuation = Fair Market Value of common shares. This is what you pay to exercise options. Preferred price = what investors pay per share in funding rounds. Investors get preferred shares (with protections). Use preferred price to value both RSUs and options at private companies. Caveat: Preferred price can be stale if the last funding round was 12+ months ago or if market conditions have shifted significantly. It's the best available benchmark when recent, but adjust expectations if the company or VC market has changed materially since the last round.

Be conservative. Most startups fail (0x). Of those that don't, many have down rounds or modest exits. Consider: (1) Discount rate: Apply 0.1-0.3x to paper value for early-stage. (2) Dilution: Your % ownership will decrease 20-40% per funding round. (3) Liquidity preference: Investors get paid first in acquisition. (4) Time horizon: Could be 7-10 years to liquidity. Model multiple scenarios.

A cliff is a waiting period before any equity vests. Most common is a 1-year cliff: if you leave before 12 months, you get nothing. After the cliff, either all cliff-period equity vests at once, or you start vesting monthly/quarterly. Standard: 4-year vesting with 1-year cliff. Some companies (especially for senior hires) offer no cliff.

Unvested equity is forfeited. Only vested shares are yours. For stock options: you typically have 90 days to exercise vested options after leaving (some companies offer longer windows). If you don't exercise, you lose them. RSUs at public companies: vested RSUs are shares you own and keep. Plan your departure timing around vesting dates.

Beyond total comp, evaluate: (1) Growth trajectory: Title, scope, learning opportunities, promotion path (2) Work-life balance: Hours, on-call, PTO, remote flexibility (3) Team & manager: Who you work with matters more than company brand (4) Mission alignment: Do you care about the product? (5) Stability: Company runway, profitability, market position (6) Benefits: Healthcare, 401k match, parental leave, perks

Use this framework: (1) Express enthusiasm: "I'm excited about this opportunity" (2) State your ask: "Based on my research and experience, I was hoping for X" (3) Provide rationale: Market data, competing offers, specific experience (4) Be collaborative: "Is there flexibility here?" or "What can we do?" Never give ultimatums unless you're prepared to walk. Most companies expect negotiation—the first offer is rarely the best offer.