Total Compensation Breakdown for Software Engineers

How the math works

Total Compensation isn't a single number — it's five components that vest on different schedules and compose differently against your real expenses:

• Annualized cash: base + bonus + sign-on ÷ vest years. The sign-on amortization matters because most clawback if you leave inside year 1.
• Annualized RSU: grant value ÷ vest years. We use grant-date stock price with no appreciation modeled — actual outcome depends on the stock.
• 401(k) match: pure free money you must contribute to capture. US typical 4-6% of base.
• ESPP discount: base × contribution% × discount%. The captured discount value, not the equity itself.
• COL adjustment: net TC ÷ (COL index ÷ 100). Lets you compare $310K SF against $200K Austin on the same purchasing-power axis.

The single biggest mistake in offer comparison: weighing gross TC instead of COL-adjusted net. A $310K SF offer is roughly $172K of baseline-COL purchasing power; a $200K Austin offer is roughly $190K. The "lower" offer often wins.

Math runs locally. Inputs never leave your browser. Source on github.

Real-world scenarios

• RSU Vesting Calculator — how the cliff and vest schedule turn a $400K grant into $0 if you leave at month 11.
• Job Offer Comparison — compare two full offers including equity, signing, COL, and 5-year wealth impact.
• Real Hourly Rate — what your TC actually pays per real hour after commute, on-call, and unpaid overtime.