Total compensation vs salary: compare the package correctly
Base salary is the most dependable line in an offer, but it is not the whole economic decision. Total compensation is useful only when every component is valued with an honest probability and time horizon.
Guaranteed, variable and speculative
Keep base and fixed allowances separate from target bonus and equity. Discount variable pay when the rules or payment history are unclear. Treat private-company equity as speculative unless you can assess price, dilution, vesting and liquidity.
Annualize with the same assumptions
Compare offers over the same twelve-month period. Include sign-on repayment clauses, vesting cliffs, retirement contributions, health premiums, paid leave and recurring travel or office costs. Do not compare one offer’s best case with another offer’s guaranteed case.
Use the number to make a decision
The goal is not the largest spreadsheet total. Decide what package compensates you for risk, scope, location and the opportunity cost of leaving. Record that move price before the offer creates pressure.
Live market snapshot
Senior Regulatory Counsel, Americas
US - Remote
$142,000–$220,000Product Director, Embedded Finance
US - San Francisco
$240,000–$340,000Senior Technical Account Manager
US - New York
$160,000–$210,000Developer Content Manager
US - San Francisco
$190,000–$270,000Manager, Regulatory Operations
US - San Francisco
$119,000–$195,000Senior IT Engineer, Corporate Platforms
US - San Francisco
$150,000–$250,000Frequently asked questions
Is bonus part of total compensation?
Yes, but use expected rather than maximum bonus and keep it separate from guaranteed salary.
How should equity be valued?
Public equity can use a conservative market value. Private equity needs a heavy discount for uncertainty, dilution and lack of liquidity.
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