Salary Negotiation Calculator
Compare your current job vs a new offer — every benefit has a dollar value.
Compensation Details
| Category | Current | New Offer |
|---|---|---|
| Base Salary ($) | ||
| Annual Bonus ($) | ||
| 401(k) Match (%) | ||
| Health Insurance ($/yr) | ||
| PTO Days | ||
| Commute Cost ($/yr) |
Current Total
$91,704
Offered Total
$122,692
Difference
+$30,988
Change
+33.8%
Current After-Tax
$71,904
Offered After-Tax
$96,292
Min Counter-Offer
$79,012
Total Compensation Breakdown
Negotiation Insights
- The offer is $30,988 more in total compensation — a 34% increase.
- Signing bonuses are one-time — don't count them as recurring income when comparing offers.
Tax estimates are simplified. Actual taxes depend on deductions, state taxes, and other factors. Consult a tax professional for precise figures.
Why Total Compensation Matters More Than Salary
A $10,000 salary increase sounds great — until you realize the new employer offers worse health insurance ($2,400/year more expensive), no 401(k) match (losing $4,000/year), and 5 fewer PTO days (worth $3,800). That "raise" is actually a $200 pay cut. Total compensation includes every financial benefit, not just what hits your bank account on payday.
Average Benefits Value by Salary Level
| Base Salary | Avg Benefits Value | Total Comp | Benefits as % of Salary |
|---|---|---|---|
| $50,000 | $15,000–$20,000 | $65,000–$70,000 | 30–40% |
| $75,000 | $22,000–$30,000 | $97,000–$105,000 | 29–40% |
| $100,000 | $30,000–$45,000 | $130,000–$145,000 | 30–45% |
| $150,000 | $45,000–$75,000 | $195,000–$225,000 | 30–50% |
| $200,000+ | $60,000–$120,000 | $260,000–$320,000 | 30–60% |
What to Negotiate Beyond Salary
| Benefit | Typical Value | Negotiability |
|---|---|---|
| Signing Bonus | $5,000–$30,000 | High |
| Extra PTO (per day) | $300–$1,000 | Medium-High |
| Remote Work | $5,000–$15,000 (commute savings) | High |
| 401(k) Match | $3,000–$12,000/year | Low (company-wide) |
| Stock/RSU | $10,000–$100,000+/year | Medium (tech) |
| Relocation Package | $5,000–$50,000 | High |
| Professional Dev Budget | $1,000–$5,000/year | Medium |
Frequently Asked Questions
How much of a raise should a new job offer?
A new job should offer at least 10–20% more in total compensation to justify the risk of switching. Below 10%, the transition costs (lost tenure, restarting PTO accrual, new probation period, vesting resets) usually outweigh the gain. For lateral moves within the same industry, 15% is the standard benchmark. For promotions to a higher level, expect 20–30%.
Should I count a signing bonus when comparing offers?
No — not as recurring compensation. A signing bonus is a one-time payment that offsets transition costs (moving, gap in benefits, loss of unvested stock). Compare offers on annualized recurring compensation first, then treat the signing bonus as a separate sweetener. If the recurring total comp is lower but the signing bonus makes up the difference, you'll be worse off starting year 2.
See also: Take-Home Pay Calculator and 401(k) Calculator.