Total Compensation Base + Bonus + Equity Calculator 2027
Calculate total comp 2027 — base salary + annual bonus + RSU equity (annualized over 4 years) + benefits + 401k match. Apples-to-apples job offer comparison.
Total Comp Components
Base (cash, certain), Bonus (target × performance multiplier, can be 0-200%), Signing (front-loaded), RSU (annualized over vest, depends on stock price), Match (401k), Benefits (health/dental/life).
Comparing Job Offers
Always annualize: divide signing by years to vest. Average bonus over 3-5 years (rarely hit 100% of target). Stock-heavy comp riskier (use 75% of grant value as discount factor).
Levels.fyi Benchmark
Senior SWE: ~$300-450k TC at FAANG (Bay Area). Mid-level: ~$200-300k. Manager: +20-40%. Director: +50-100%. Adjust for COL — same TC ≠ same lifestyle in NYC vs Austin.
Negotiation Levers
Base (most rigid, +5-10% possible). Bonus % (negotiable). Signing (most flexible, ask 25-50% more). RSU (3-5 months to negotiate equivalent in extra grant). Levels (push for next bracket).
Source: levels.fyi 2026 comp data, payscale.com TC analysis. Last updated: May 2026.
Frequently Asked Questions
Why annualize RSU?
Different companies use different vest schedules (4-yr standard, some 5-yr or front-loaded). Annualizing normalizes for comparison. Match treatment to other comp components.
Does bonus hit 100% target?
Rarely. Average company hits 85-95% of target. Underperforming companies pay 0-60%. Discount target bonus by ~10-15% for realistic comparison.
How to value equity at private companies?
Use latest 409A valuation (lower than VC valuation). Apply 50% discount for illiquidity + dilution risk. Private RSUs often vest but become tradable only at IPO/acquisition.