Salary Comparison Tool
Direct Answer: To compare job offers, evaluate: 1) In-hand salary (not just CTC), 2) Variable pay percentage and realistic payout, 3) ESOP vesting schedule and strike price, 4) Health insurance coverage, and 5) Work-life balance. A higher CTC with more variable components may yield lower monthly income.
Compare multiple job offers side-by-side. Analyze in-hand salary, benefits, and total compensation packages with a data-driven approach.
Beyond CTC: Critical Factors to Compare
When evaluating job offers, look beyond the annual CTC number. Use this salary breakdown tool for deeper insight. Consider these vital components:
- Actual Portfolio In-Hand: Monthly take-home salary after PF, PT, and Income Tax (TDS). High CTC with low In-hand often means large variable components.
- Variable Pay & Bonuses: Understand the realistic percentage of performance bonus usually paid out.
- Equity & ESOPs: Evaluate the vesting schedule (usually 4 years) and the current market value of stock options.
- Benefits & Perks: Consider health insurance coverage (for you and parents), gym memberships, and learning budgets.
- Retirement Benefits: Fixed contributions like Gratuity and Employer PF impact your long-term wealth.
How Our Scoring System Works
Our tool provides an objective Offer Score for each job proposal based on several weighted metrics:
40%
Base & In-Hand Salary
20%
Variable & Bonuses
20%
ESOPs & Equity
20%
Benefits & Perks
Frequently Asked Questions
Can I compare three offers at once?
Yes, our interactive tool allows you to add multiple offers and see a side-by-side visualization of all salary components.
Should I choose a higher CTC with more ESOPs?
It depends on your risk appetite and the company's growth stage. ESOPs in a pre-IPO unicorn have different value than ESOPs in a seed-stage startup.
How do I explain these comparisons to HR?
You can use the data from our charts to objectively discuss why Offer A is superior in terms of net take-home salary, helping you negotiate more effectively.