How to compare two job offers: ten factors
Comparing two job offers means weighing pay against the things pay does not show: what you will learn, who you will work with, and where the role leads. Use the ten factors below, and compare annual totals instead of monthly base.
- Compare yearly totals, including fixed bonus months, before comparing anything else.
- For a first job, the type of work and the path to a full-time role usually outweigh a small pay gap.
- Most people still pick the higher total when the gap is large. That is a reasonable default.
- Count hidden costs: a gap before the start date, a contract instead of a permanent role, a bond.
The ten factors
| Factor | The question to ask |
|---|---|
| Compensation | What is the yearly total, and how much of it is guaranteed? |
| Learning | Who reviews my work, and how often? |
| Type of work | Is this the job family I want to stay in? |
| Project | Which product or system will I work on first? |
| Environment | Hours, office days, pace |
| Coworkers | Did I like the people I met in interviews? |
| Instinct | Which offer was I hoping would arrive? |
| Brand | Will the name help my next application? |
| Full-time path | For internships: does this team convert interns? |
| Company future | Is the team growing, frozen or shrinking? |
Which factors matter most for a first job
In the offer threads we analysed, replies kept returning to three points. First, the type of work: candidates were told to prefer a development role over a testing or support role at slightly higher pay, because moving between job families later is hard. Second, the team: the same employer was described as excellent or poor depending on the team. Third, conversion: for internships, an employer that hires interns in order to convert them is worth more than one that does not.
One experienced voice argued for judging offers on long-term direction instead of the four-year pay total, and suggested talking to people on the team before deciding. Others pointed out that when the pay gap is large, most people take the higher offer.
Compare yearly totals, not monthly base
Candidates regularly confused monthly salary, annual salary and total compensation. A fixed thirteenth month changes the comparison: in one example from the data, a monthly base of 6,000 with a fixed extra month matched 6,500 without one. Ask each employer to break the first year into guaranteed and variable parts.
Costs people forget
- The gap. One candidate weighing two start dates four months apart was reminded that the wait itself cost roughly four months of salary.
- Contract or permanent. A fixed-term contract at slightly higher pay is not the same offer as a permanent role.
- Your next salary. Several candidates were told that later employers anchor on your current pay, so a low first offer can follow you.
- Exit terms. A bond, a long notice period or a penalty for withdrawing changes what the offer is worth.
- Language. Some teams work partly in another language. Ask before you accept.
A simple method
Write the ten factors down the side of a page and score each offer from one to five. Then look at where your instinct disagrees with the total. That disagreement usually points at the factor you care about most. If you cannot decide, the offers are probably close enough that either choice is fine.
Where this list stops
This list reflects what candidates and a few hiring managers said mattered, mostly for technology and finance roles in Singapore. It cannot weigh the factors for you, and it says nothing about a specific team unless you ask someone on it.
Related guides
- Base pay versus total pay for a first job
- Exploding offers: how to ask for more time
- Startup versus large company
Frequently asked questions
How do I choose between two job offers?
Compare the yearly total first, then weigh type of work, learning, team, path to a full-time role and company outlook. For a first job, the type of work and the team usually matter more than a small pay gap.
Should I always take the higher-paying offer?
When the gap is large, most candidates do, and that is reasonable. When the gap is small, candidates were advised to choose the role closer to the work they want long term.
Does the company name matter for a first job?
It helps your next application, but replies said the team and the kind of work matter more than the name once you are past the first screen.
How do I compare offers with different bonuses?
Convert both to a yearly figure and separate what is guaranteed in the contract from what is discretionary. Count only the guaranteed part when comparing.
Is a permanent role better than a contract role?
Usually, at similar pay. Candidates treated a contract as carrying extra risk and wanted clearly higher pay or a stronger employer to accept one.
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