Job Offer Equity & RSU Calculator
Go beyond base salary — compare two job offers including RSU vesting schedules, sign-on bonuses, annual bonuses, benefits, and equity. See the true 4-year total compensation difference. All private, runs in your browser.
Offer A
Offer B
Why Base Salary Alone Is Misleading
In tech and finance roles, equity can represent 30–60% of total compensation. A job offer with a lower base salary but a large RSU grant, strong expected stock growth, and a generous sign-on bonus can easily outperform a higher-salary offer over a 4-year horizon. This calculator computes the equity-adjusted 4-year total compensation for both offers so you can see the real comparison — not just headline numbers.
RSUs (Restricted Stock Units) are shares granted by an employer that vest over time. Until they vest, you do not own them — if you leave before vesting, unvested RSUs are forfeited. The most common vesting schedule in US tech is 4 years with a 1-year cliff: 25% vests at 12 months, then the remainder vests monthly. Some companies use back-loaded schedules (5–15–40–40) where more vests in later years to incentivise retention.
How to Value RSUs in a Job Offer
For public company RSUs, the grant value is typically calculated at the current stock price. The actual value you receive depends on the stock price when each tranche vests. For growth estimates, most financial planners use conservative assumptions (5–10% annual growth for established companies). For pre-IPO or early-stage startup equity (options or shares), discount heavily for illiquidity and dilution risk — many advisors recommend valuing them at 10–30% of face value unless the IPO is imminent.
Remember that RSUs are taxed as ordinary income when they vest (not capital gains). You will owe income tax on the fair market value of shares on the vesting date. Many employees sell immediately upon vesting to cover the tax liability — often 30–50% of the value depending on your tax bracket and state/country. Factor in this tax cost when modelling net take-home value from equity.
Beyond the Numbers: What Else to Consider
Total compensation is only one dimension of an offer comparison. Also weigh: career growth trajectory (a lower-paying role at a fast-growing company often leads to higher long-term earnings), company financial health (RSUs in a failing company are worthless), management quality, team culture, work-life balance, remote flexibility, learning opportunities, and the probability of the company hitting its growth targets. A 4-year financial model is a useful anchor — but your career satisfaction and development matter too.