# Job Offer Comparison: [Offer A] vs [Offer B] vs [Offer C]

> Side-by-side comparison of job offers covering pay, equity, benefits,
> location, growth, team and risks, with weighted scoring and decision
> notes. Based on common career-planning practice. This is a personal
> decision aid, not financial or tax advice; confirm figures with the
> written offers and a qualified adviser.

<!--
Guidance: How to use this template
- Copy every figure from the written offer letter, not from the call.
- Decide the weights in section 3 before you score, so the numbers do
  not bend toward the offer you already prefer.
- Value equity conservatively; private-company shares may be worth zero.
- Note the response deadline for each offer at the top.
-->

| Field | Offer A | Offer B | Offer C |
|---|---|---|---|
| Company | [Company] | [Company] | [Company] |
| Role and level | [Senior Engineer, L5] | [Title, level] | [Title, level] |
| Offer date | YYYY-MM-DD | YYYY-MM-DD | YYYY-MM-DD |
| Response deadline | YYYY-MM-DD | YYYY-MM-DD | YYYY-MM-DD |

## 1. Compensation

Use the same currency and a yearly view for every offer. Annualise equity
by dividing the grant value by the vesting years.

$$
\text{TC}_{\text{year}} = \text{Base} + \text{Bonus}_{\text{target}} + \frac{\text{Equity grant value}}{\text{Vesting years}} + \frac{\text{Sign-on}}{\text{Years you expect to stay}}
$$

| Item | Offer A | Offer B | Offer C |
|---|---|---|---|
| Base salary | [amount] | [amount] | [amount] |
| Target bonus (% and amount) | [10%, amount] | [%] | [%] |
| Equity type | [RSUs / options / none] | [type] | [type] |
| Equity grant value | [amount] | [amount] | [amount] |
| Vesting schedule and cliff | [4 years, 1-year cliff] | [schedule] | [schedule] |
| Sign-on bonus (clawback?) | [amount, 12-month clawback] | [amount] | [amount] |
| **Yearly total compensation** | [TC] | [TC] | [TC] |
| *Example:* Yearly TC | 150,000 + 15,000 + 160,000/4 + 20,000/2 = 215,000 | 170,000 + 0 + 0 + 0 = 170,000 | 135,000 + 10,000 + 80,000/4 = 165,000 |

For stock options, use a cautious value per share (for example the last
preferred price discounted by 50% or more) minus the strike price.

## 2. Benefits, location and work

| Factor | Offer A | Offer B | Offer C |
|---|---|---|---|
| Retirement match | [%] | [%] | [%] |
| Health and insurance | [Coverage] | [Coverage] | [Coverage] |
| Paid leave | [days] | [days] | [days] |
| Learning budget | [amount] | [amount] | [amount] |
| Location and work mode | [Hybrid, 3 days] | [Remote] | [On-site] |
| Commute (time per day) | [minutes] | [minutes] | [minutes] |
| Growth and promotion path | [Notes] | [Notes] | [Notes] |
| Team and manager | [Impression] | [Impression] | [Impression] |
| Risks | [Funding runway, layoffs, reorg] | [Risks] | [Risks] |

## 3. Weighted scoring

Score each factor from 1 (poor) to 5 (excellent). Weights add up to 100.
The weighted score is $S = \sum_i w_i s_i / 100$, on a 1 to 5 scale.

| Factor | Weight | A score | B score | C score |
|---|---|---|---|---|
| Compensation | [30] | [4] | [3] | [3] |
| Growth and learning | [25] | [3] | [5] | [4] |
| Team and manager | [20] | [4] | [4] | [3] |
| Work mode and location | [15] | [3] | [5] | [2] |
| Stability and risk | [10] | [4] | [2] | [5] |
| **Weighted score** | 100 | [3.6] | [3.9] | [3.3] |

## 4. Decision notes

- Gut feeling after scoring: [Which offer feels right, and does it match
  the scores? If not, which factor is missing from the table?]
- Negotiation points: [Ask Offer B for a sign-on bonus to close the gap.]
- Open questions for each company: [Question, who to ask, by when.]
- Decision: [Offer chosen] on YYYY-MM-DD because [reason].
- Declined offers answered politely on YYYY-MM-DD.

## Standard and licence note

Based on common career-planning practice for comparing job offers.
Original text written for this collection; example figures are
fictional. Not financial, tax or legal advice. Template licence: MIT.