Total Rewards Comparison 2026
Don't leave your career decisions to guesswork. Normalize base pay, annual bonuses, and stock vesting into a single 'Effective Annual Value' for clear comparison.
Last updated: May 2026
Effective Annual Value
₹ 0.0 L
Effective Annual Value
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The Winner
Offer B provides an additional ₹ 0k per year.
Stock Value Tip: Remember that ESOPs/Stocks are subject to market risks. If the company value doubles, Offer A becomes significantly more valuable. If it stays flat, Cash (Offer B) is safer.
The Components of Compensation
In 2026, modern compensation packages—especially in tech and finance—are rarely just a monthly salary. They are a mix of Base Salary, Performance Bonuses, andEquity (ESOPs, RSUs, or Stock Options).
A higher base salary might seem attractive, but a smaller base with a large stock grant could be worth significantly more over a 4-year period. This tool calculates the Effective Annual Valueby spreading the stock value across the vesting period and adding it to your liquid cash components.
How to use this calculator
- 1Annual Base Pay — Input the fixed gross annual salary offered in the contract.
- 2Performance Bonus — Add the target annual bonus percentage or amount (usually 10-20% of base).
- 3Stock Value — Enter the total dollar/rupee value of the stock grant (not just the yearly portion).
- 4Vesting Period — Select the number of years over which the stock 'vests' (typically 4 years).
Formula & example
Effective Annual Value = Base + Bonus + (Stock Total / Vesting Years)
Example: ₹30L Base + ₹5L Bonus + ₹20L Stock (4 Years).
- Annual Liquid: ₹35,00,000
- Annual Stock Value: ₹20L / 4 = ₹5,00,000
- Total Effective Annual Value: ₹40,00,000
Benefits
Negotiation Leverage
Use the 'Effective Value' data to ask for a higher sign-on bonus or more equity to match competing offers.
Risk Assessment
Visualize how much of your wealth is tied to company performance vs. guaranteed cash.
Long-term Planning
See the 4-year wealth trajectory instead of just the next month's bank balance.
Use cases
Tech Job Hunters
Comparing offers between early-stage startups (high ESOP) and Big Tech (high base/RSU).
Executives
Analyzing complex LTI (Long-Term Incentive) plans during contract renewals.
Financial Advisors
Helping clients understand the real value of their job offers during financial planning.
Frequently asked questions
What is the difference between RSUs and ESOPs?+
RSUs are actual shares given to you (taxed as income). ESOPs are options to buy shares later at a fixed price. RSUs always have value; ESOPs only have value if the current price is higher than your strike price.
Should I include 'Sign-on' bonuses?+
Sign-on bonuses are usually one-time. If you want to include them, spread them across your expected tenure (e.g. 2 or 4 years) in the 'Bonus' field.
Does this include taxes?+
This tool uses Gross figures. Remember that bonuses and stock vesting are often taxed at higher marginal rates than base salary.