Total Comp Evaluation: Base vs Bonus vs Equity 2027 Calculator
Companies advertise total comp at face value — but $200k base, $50k target bonus, and $200k equity don't all have the same value. Risk-adjust each component to compare offers honestly.
| FACE VALUE (what companies advertise) | |
| Base Salary | — |
| Target Bonus | — |
| Equity Annualized (Face) | — |
| 401(k) Match Value | — |
| Other Benefits | — |
| FACE VALUE TOTAL | — |
| RISK-ADJUSTED (what you actually get) | |
| Expected Bonus (× payout history) | — |
| Risk-Adjusted Equity | — |
| RISK-ADJUSTED TOTAL | — |
| Total Discount | — |
Total comp comparison is the most common offer-evaluation mistake: people add base + target bonus + equity at face value, then choose the highest number. But $1 of base salary is not worth $1 of target bonus (which may pay out at 70-110% of target), and certainly not $1 of private-company equity (which may be worth zero on exit). This calculator risk-adjusts each component using historical payout data and standard discount factors.
Why Face-Value Total Comp Misleads
Components have radically different risk profiles. Base salary: guaranteed (assuming employment). Target bonus: typically pays 70-110% of target based on company and individual performance — historical average ~90%. Public RSUs: 85-95% of grant value (subject to stock price + lockup). Private double-trigger RSUs: 30-60% of grant value (subject to exit timing + valuation + dilution). Private ISOs/NSOs: 25-50% of grant value (subject to exit + strike-vs-FMV economics).
Standard Risk-Weight Coefficients
Industry-standard weights for risk-adjustment: Base 1.0, Sign-on cash 1.0, Target bonus × payout history (typically 0.85-0.95), Public RSU 0.85-0.95, Private RSU (double-trigger) 0.35-0.55, Private ISO/NSO 0.25-0.45, 401(k) match 1.0, Health insurance value 1.0, Equity refresh grants 0.6 (probabilistic). Adjust further for exit probability for private companies.
How to Use Risk-Adjusted Comp in Negotiation
Always present risk-adjusted numbers when negotiating with a hiring manager — anchors the conversation in reality. Push for higher base (lowest-risk component) to shift the mix. For private companies, push for refresh grants tied to milestones (vs annual cycle), accelerated vesting on liquidity event, and IPO ratchet protection on grant dilution.
Last updated May 2026. Sources: Levels.fyi Compensation Data, Payscale Salary Research