Quick answer: A job offer evaluation covers 8 factors: base salary, total compensation, benefits value, career trajectory, job security, commute and location costs, culture fit, and your walk-away number. Salary alone can mislead -- a $5,000 higher base can easily be worth less than an offer with better equity, lower healthcare costs, and more vacation days.

Why salary comparisons alone are unreliable

Two offers: $95,000 with a high-deductible health plan, no equity, and a 90-minute commute. $88,000 with a $3,000 employer HSA contribution, 15,000 RSUs vesting over 4 years, $500/month commuter benefit, and remote flexibility. Which one pays more?

Once you add up the actual numbers, it's rarely obvious. The evaluation framework below forces you to put dollar values on components that candidates usually treat as vague perks.

The 8-factor evaluation

1. Base salary

Start here, but don't end here. Know your market rate before evaluating any offer. Use what is market rate salary to benchmark your role, experience level, and location.

2. Total cash compensation

Add bonus potential to base. Distinguish between:

• Discretionary bonuses (no guarantee; count at 50% of stated target at most)
• Target bonuses (expressed as % of salary; include at 80-90% of stated target)
• Guaranteed signing bonuses (count in full; note that signing bonuses often clawback if you leave within 12-24 months)

See: how to negotiate a signing bonus for the mechanics.

3. Equity compensation

Stock options and RSUs require more work to evaluate:

• Public company RSUs: straightforward. Calculate current share price x shares x vesting schedule.
• Private company equity: discount heavily for illiquidity and dilution risk. A rough rule: discount private equity to 10-20% of face value unless there's a clear near-term liquidity event.

See: RSUs vs stock options explained to understand what you're actually getting.

4. Benefits value -- the often-ignored dollar amounts

Convert benefits to annual dollar values:

• Health insurance: Compare your premium share, deductible, OOPM, and network quality. A plan with a $1,000 lower annual premium and a $2,000 lower deductible is worth $3,000+ per year vs. the alternative.
• 401(k) match: A 4% match on a $90,000 salary = $3,600/year. Compare match formulas, vesting schedules, and plan investment options. See: 401(k) match explained.
• PTO: Calculate the daily dollar value. 5 fewer PTO days at $90,000 salary = approximately $1,730 in lost time value.
• HSA contribution: An employer HSA contribution is pre-tax cash. A $2,000 HSA contribution at a 25% marginal tax rate has an effective value of $2,500+.
• Remote flexibility: Estimate commute cost savings. The average American spends $3,000-$8,000/year on commuting. Remote work has real dollar value.

5. Career trajectory

The hardest factor to quantify, but often the most important long-term:

• Does this role add skills or credentials you currently lack?
• Is the company growing, shrinking, or stable?
• What's the promotion timeline? Is it clear or ambiguous?
• Who would you work for -- do they develop people or stagnate them?

A role with 10% lower salary but faster advancement trajectory can be worth hundreds of thousands over a career through compounding raises and title progression.

6. Job security and company health

Research the company before accepting. Signals of instability:

• Multiple recent rounds of layoffs
• High CEO rating volatility on review sites
• Weak revenue growth relative to headcount
• Private company with VC funding drying up

7. Total cost to accept

Offers have hidden costs:

• Relocation expense (if not fully covered)
• Commute cost increase
• Loss of unvested equity at current employer (match the cliff dates)

Ask for relocation package negotiation support if the move is significant.

8. Your walk-away number

Before receiving any offer, set your floor: the minimum acceptable package that would make you leave your current position. Evaluate each offer against that number, not against itself in isolation.

How to compare two simultaneous offers

Build a simple spreadsheet:

• Row for each dollar-value component
• Column for each offer
• Sum to a total annual value estimate

Then add a qualitative column: +/- for career trajectory, security, and culture relative to your current situation. The offer with the higher total value doesn't automatically win -- but it makes trade-offs explicit.

Frequently asked questions

How long do I have to evaluate a job offer?

Standard is 1-5 business days. If you need more time, ask for an extension. See job offer deadline extension for exact language.

Should I tell one employer about the other offer?

Only if you're willing to use it as leverage and are prepared for them to match, not match, or rescind. Don't fabricate a competing offer.

Is it okay to negotiate after verbally accepting?

Technically, a verbal acceptance isn't a signed contract. However, reversing a verbal acceptance damages trust. Complete your full evaluation before accepting, even verbally.

What red flags should make me walk away?

Immediate red flags: pressure to accept without time to review, inconsistencies between verbal offer and written offer letter, vague language around comp ("we'll discuss bonus after you start"), and poorly structured equity agreements. See: offer letter red flags.

What if the offer is strong but the role isn't what I was told?

Job description drift between interview and offer is a risk signal. If the written offer describes significantly different responsibilities than what was discussed, address it before signing.