Compare two jobs by total compensation — not salary alone.
Estimate cash pay, overtime, differentials, employer benefits, insurance premiums, commuting costs, and effective hourly value—then build the written verification plan to use before you resign.
Financial comparison
Separate base pay, overtime, differentials, bonuses, employer retirement money, health premiums, PTO, and work-related costs.
Break-even pay
Estimate the salary or hourly rate the lower-value offer would need to match the higher-value offer while holding other inputs constant.
Private by design
Entries remain in local browser state. Raw employer names, salary figures, benefit amounts, and schedule answers are not sent to analytics.
Compare the whole offer, not just the headline salary
Your entries stay in this browser session. Raw salary, employer, benefit, commute, and schedule answers are not added to analytics or URLs.
Ready to compare?
The calculation separates cash pay, employer-funded benefits, selected costs, effective hourly value, and non-financial tradeoffs. It does not automatically declare one role better.
New or non-bedside offer has the higher estimated annual value after selected benefits and work-related costs by about $20,694.
Generated. Re-run the comparison after changing inputs.
Compensation breakdown
| Component | Current or bedside role | New or non-bedside offer |
|---|---|---|
| Base annual cash | $67,392 | $90,000 |
| Overtime pay | $0 | $0 |
| Shift and specialty differential | $0 | $0 |
| Total direct cash compensation | $67,392 | $90,000 |
| Employer retirement contribution | $2,022 | $2,700 |
| Employer HSA or HRA contribution | $0 | $0 |
| Other estimated employer benefits | $0 | $0 |
| PTO value shown | $2,592 | $5,192 |
| Selected employee and work costs | -$0 | -$0 |
| Estimated annual value after selected costs | $72,006 | $92,700 |
PTO is displayed for both roles. It is added to estimated economic value for hourly roles and not added again for salaried roles because annual salary normally already includes paid leave.
Per month after selected costs
Per paycheck after selected costs
Per scheduled workday
Break-even estimate
Current or bedside role would need approximately $46.35 per hour in base pay to match New or non-bedside offer, assuming all other entered overtime, differentials, benefits, premiums, and work costs remain unchanged.
Quality-of-life factors — not scored
These factors are intentionally shown side by side rather than converted into an arbitrary score. Decide which tradeoffs matter most to your health, family, and career.
| Factor | Current or bedside role | New or non-bedside offer |
|---|---|---|
| Workdays per week | 3 | 5 |
| Weekends | Not entered | Not entered |
| Nights | Not entered | Not entered |
| Holidays | Not entered | Not entered |
| On-call burden | Not entered | Not entered |
| Round-trip commute | Not entered | Not entered |
| Schedule predictability | Not entered | Not entered |
| Flexibility | Not entered | Not entered |
| Physical demand | Not entered | Not entered |
| Travel | Not entered | Not entered |
| Career development | Not entered | Not entered |
Questions to verify with HR or the recruiter
- • Is the role exempt or non-exempt, and how is overtime calculated?
- • Which differentials, bonuses, and callback payments are guaranteed versus discretionary?
- • What compensation is eligible for the retirement match, and when does it vest?
- • What are the employee premiums for the exact coverage tier you need?
- • Are PTO, holidays, education benefits, and sign-on bonuses subject to waiting periods or repayment terms?
- • What schedule, weekend, holiday, travel, and on-call requirements are written into the role?
Important limitations
- • This is a pretax economic comparison, not a take-home-pay estimate.
- • Benefits are only as accurate as the values entered and may have eligibility or vesting conditions.
- • Pension value, equity compensation, taxes, licensing costs, and employer-specific rules may require separate analysis.
- • The tool does not decide whether a role is legally exempt from overtime or whether a bonus repayment term is enforceable.
Educational estimate only: This calculator is not financial, tax, legal, employment, insurance, benefits, or medical advice. Employer documents and written offer terms control. Verify important details with HR, the recruiter, payroll, plan documents, and qualified professionals.
Build the written verification plan before you resign
A compensation estimate is only as reliable as the written terms behind it. Check each item against the offer, plan documents, recruiter answers, or HR confirmation. Progress is stored only in this browser.
Do not resign until the final written offer is verified
A verbal offer, projected start date, recruiter estimate, or calculator result is not the final employment agreement. Confirm unresolved contingencies, the accepted written terms, and the start date before giving notice.
Next action: start with the written offer and benefits rate sheet. Mark an item only after the controlling document or responsible employer representative confirms it.
Privacy: this checklist stores only fixed completion markers on this device. It does not store employer names, compensation figures, health-plan selections, or notes, and those values are not sent through checklist analytics.
Transparent assumptions instead of a mystery score
Direct cash compensation includes base pay, expected overtime for hourly roles, entered differentials, bonuses, annualized sign-on value, and other specialty pay.
Employer-funded benefits include the entered retirement contribution, HSA or HRA contribution, and additional benefits the user can reasonably value.
Selected costs include employee health, dental, and vision premiums plus entered commuting, parking, and toll costs.
PTO is shown for both offers. It is added to estimated value for hourly roles and not added again for salary roles because annual salary generally already includes paid leave.
Break-even pay holds the other entered factors constant. It is a planning estimate, not a prediction of taxes, negotiation results, or legal entitlement.
Best documents to have nearby
- • Written offer or current compensation statement
- • Paystub showing overtime and differential rules
- • Benefits rate sheet for the correct coverage tier
- • Retirement match, non-elective contribution, and vesting language
- • PTO, holiday, call, travel, and schedule policies
- • Sign-on bonus agreement and repayment period
What this tool can and cannot tell you
Does the higher total automatically mean the better job?
No. The estimate shows measurable economic differences. Schedule, physical demands, call, family needs, career trajectory, leadership quality, and personal fit remain separate decisions.
Why is paid time off handled differently for salary and hourly roles?
Annual salary normally continues while a salaried employee takes paid leave, so adding PTO value again would usually double count it. Hourly PTO may represent additional paid hours beyond worked hours.
Does the result estimate take-home pay?
No. The tool is a pretax total-compensation comparison. It does not calculate federal, state, local, payroll, or benefit-tax treatment.
Can the tool determine whether a role qualifies for overtime?
No. Exempt and non-exempt status depends on applicable law and the actual job duties and pay arrangement. Verify the written classification with the employer and use official Department of Labor guidance when needed.
Turn the numbers into a complete benefits decision
Use one workspace to compare the rest of each package. Keep the narrower tools available as supporting paths.
Build the complete benefits packages
Add health-plan exposure, retirement capture, paid leave, vesting, and unresolved verification questions to the two-offer decision.
- Healthcare Worker Benefits BlueprintDecide what matters for retirement, health coverage, HSA eligibility, and family needs before evaluating the employer's options.
- Employer Benefits Action PlanTurn the employer match, premiums, deductible, out-of-pocket maximum, and HSA contribution into a prioritized action list.
- 403(b) Paycheck CalculatorEstimate employee contributions and employer match per paycheck and per year after you verify the plan rules.
- Open Enrollment GuideCompare premiums, deductibles, networks, prescriptions, tax accounts, and bad-year exposure before choosing coverage.
Authoritative references
- U.S. Bureau of Labor Statistics: Employer Costs for Employee Compensation
Official context for treating wages and employer-paid benefits as separate parts of compensation.
- U.S. Department of Labor: Overtime Pay
Official overview of federal overtime requirements for covered, non-exempt employees.
- Internal Revenue Service: Retirement Topics — Contributions
Official background on employee and employer contributions to workplace retirement plans.
- HealthCare.gov: Your Total Costs for Health Care
Official explanation that premiums and out-of-pocket costs both matter when comparing coverage.
Turn this job comparison into a complete Benefits Receipt
Add health-plan exposure, retirement capture, paid leave, hidden benefits, vesting, and verification questions to the two-offer decision.