Offer decision workspace
Job Offer Comparison Calculator
Put two offers on the same baseline: fixed pay, expected variable payout, joining bonus, notice cost, recurring work costs and the parts only you can judge—growth, balance, role fit and stability. Then model equity separately under explicit downside/base/upside assumptions instead of pretending paper value is guaranteed cash.
Stay vs switch baseline
Compare both offers with what you already keep today
Enter your current annual take-home and recurring work cost. Jobiba uses only these values as the stay baseline; it does not assume your current CTC, future increment or resignation outcome.
Current recurring cash after work cost
₹8,52,000 / year
First offer
The four ratings are yours. Jobiba does not infer culture, manager quality or stability from a company name.
Second offer
The four ratings are yours. Jobiba does not infer culture, manager quality or stability from a company name.
What matters most to you?
The score changes with your priority. It is a decision aid, not a universal ranking of employers.
Decision view
Offer A leads on your current priorities
Offer A
₹15,00,000 CTC · 83% fixed
Est. monthly in-hand
₹1,09,114
Recurring cash / yr
₹12,07,370
1st-year vs staying
+₹4,55,370
Recurring vs staying
+₹3,55,370
Variable not assumed
₹30,000
Transition payback
No net transition cost
Offer B
₹18,00,000 CTC · 72% fixed
Est. monthly in-hand
₹1,29,573
Recurring cash / yr
₹12,34,873
1st-year vs staying
+₹3,32,873
Recurring vs staying
+₹3,82,873
Variable not assumed
₹1,40,000
Transition payback
1.6 mo
A positive “vs staying” value means the modeled offer improves cash against the baseline you entered. It does not include unentered benefits, taxes outside the payroll model, future raises, equity outcomes or job-security predictions.
Market reality check
Is either offer actually competitive for the role?
Equity uncertainty lens
Do not let paper equity masquerade as guaranteed salary
Annualize the grant, then apply your own confidence/liquidity haircut and downside/upside scenarios. This is deliberately an assumption model—not a prediction of share price, exit value, dilution or tax.
First offer equity
Second offer equity
| Offer | Annual headline | Downside | Base assumption | Upside |
|---|---|---|---|---|
| Offer A | ₹1,00,000 | ₹17,500 | ₹70,000 | ₹1,05,000 |
| Offer B | ₹2,00,000 | ₹20,000 | ₹80,000 | ₹1,20,000 |
RSUs: verify vesting cadence, cliff, share-price basis and what happens when employment ends.
Options/ESOPs: verify strike price, exercise window, liquidity, dilution and tax separately; headline grant value can be highly uncertain.
Private equity: a single paper valuation is not cash. Run a zero/downside case before letting it overturn a stronger recurring-cash offer.
Use it for a real decision
What this calculator is trying to answer
- Normalize both offers into estimated monthly in-hand and recurring cash before comparing headline annual CTC.
- Separate fixed pay from variable pay and reduce the variable component to the payout you realistically expect; test a lower-payout scenario if the bonus history is uncertain.
- Treat joining bonus and buyout reimbursement as one-time money. Read repayment or clawback conditions before counting either as durable compensation.
- Annualize equity by vesting period, then run your own confidence/liquidity haircut and downside/base/upside cases. Jobiba does not turn an uncertain private-company grant into guaranteed salary.
- Bring notice buyout and recurring commute/work costs into the same first-year view instead of hiding transition costs outside the offer comparison.
- Choose whether cash, growth or work-life balance matters most; the score changes with your priorities rather than pretending one offer is universally best.
- Verify the role and location against Jobiba salary-market evidence before accepting a recruiter-defined hike as automatically competitive.
- After comparing, continue to negotiation, exit economics, matching jobs or your application tracker so the evidence becomes a next action.
Worked thinking
A ₹18 lakh offer can still be the weaker move
Suppose one offer has more CTC but also more variable pay, a long commute and a large paper equity grant. Another has slightly lower CTC, stronger fixed pay and better role fit. First compare recurring cash, then stress-test bonus payout and equity separately. If the apparent winner only wins when the full bonus pays and the equity keeps its headline value, that dependency should be visible before you accept.
The useful part is not the exact rupee at the end. It is seeing which assumptions move the answer: PF basis, variable pay, gratuity, tax, commute cost, or the salary band for your actual role.
Questions people ask before accepting an offer
Is the offer with the highest CTC always better?
No. CTC can include employer contributions, variable pay and one-time or non-cash benefits. Monthly in-hand, fixed recurring pay, location costs and career quality can point in a different direction.
How should I treat a joining bonus?
As first-year money, not recurring salary. Check the repayment window and trigger in the signed offer before counting it as fully yours; a clawback can materially change the economics of an early second switch.
How should I value RSUs, ESOPs or stock options in an offer?
Keep equity separate from guaranteed recurring cash. Verify the grant type, vesting schedule, cliff, strike price where relevant, exercise window, liquidity, dilution and tax. Then run multiple value scenarios. Jobiba's equity lens is an assumption model, not a share-price or exit prediction.
Why does Jobiba ask for expected variable payout?
A bonus written inside CTC is not the same as guaranteed monthly pay. Use the payout you can support from the plan or credible history, then run a conservative case as well. Jobiba does not silently assume 100% payout.
How do I compare variable-pay risk?
Compare fixed share first, then test expected bonus payout at more than one level. If an offer only wins when the full target bonus pays, that dependency should be visible before you accept.
What is the decision score?
It combines estimated cash with ratings you provide for growth, work-life fit, role fit and stability. Changing your priority changes the score. Jobiba does not infer culture or manager quality from a company name, and the score is evidence for your review rather than an automated accept-or-reject decision.
What should I do when two offers score closely?
Treat a close result as uncertainty, not a winner. Verify salary-market evidence, inspect fixed versus variable structure, model equity and exit/relocation costs, and negotiate material gaps before deciding.
Does the salary market check compare different currencies?
No. Jobiba keeps market currencies separate and will not call an INR offer underpaid or overpaid against a USD or EUR market without an explicit currency decision.
Keep going
Turn the number into a career decision
Salary negotiation planner
Turn the market percentile range into a defensible ask before accepting the current number.
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Exit & switch planner
Model notice buyout, F&F, joining bonus and break-even before committing to a start date.
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Offer letter analyzer
Review variable pay, equity language, bonus conditions and offer structure before trusting headline CTC.
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Job switch salary planner
Compare your current CTC, new offer and the live role market together.
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Jobs above my pay
Check whether other salary-listed opportunities reach your target before closing your search.
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Application tracker
Keep the opportunity, stage and next action visible while you review or negotiate.
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