How to Compare Two Job Offers as a Developer
A framework for comparing developer job offers: total compensation, benefits, growth, team, stability and remote terms, with a scoring table.
Having two offers is a great position to be in, but choosing can be surprisingly hard. The highest salary isn't always the best offer, and the most exciting company isn't always the best choice for where you are in your career. A structured comparison helps you decide with a clear head.
Step 1: Get both offers in writing#
Before comparing, make sure each offer includes the details you need: base salary, bonus, benefits, leave, probation, notice period, working hours, remote terms and start date. If anything is missing, ask. "Could you share the full details of the benefits package?" is a normal request.
Step 2: Compare total compensation, not just salary#
Add up the yearly value of everything with a real monetary value:
| Item | Offer A | Offer B |
|---|---|---|
| Base salary (12 months) | ||
| Guaranteed bonuses | ||
| Expected performance bonus (realistic, not maximum) | ||
| Employer retirement contributions (where applicable) | ||
| Health insurance and allowances | ||
| Equipment, internet and learning budgets | ||
| Total yearly value |
A few things to watch for:
- Variable pay is uncertain. Ask how bonuses were actually paid in the past year or two.
- Currency matters. An offer paid in a foreign currency behaves differently from one in local currency when exchange rates move.
- Contractor vs employee. A contractor rate often looks higher because it doesn't include benefits, leave or employer contributions, and you may have to handle your own taxes. See employer of record and contractor arrangements explained.
- Equity in a startup can be valuable but is uncertain. Treat it as a possible bonus, not guaranteed money.
Step 3: Compare the things that are harder to price#
Money is only part of the picture. Rate each of these from 1 to 5 for both offers:
- Learning and growth: will you work on harder problems? Is there a clear promotion path?
- The team and your manager: did you click with the people who interviewed you? Is there strong engineering leadership?
- Technology: modern practices, code review, testing, CI/CD, ownership of what you build.
- Product and domain: do you care about what you'd build? Is it a domain that grows your career?
- Stability: is the company funded or profitable? Any recent layoffs?
- Work-life balance: realistic hours, on-call expectations, overtime culture.
- Flexibility: remote or hybrid policy, hours, commute.
- Reputation on your CV: will it open doors later?
Then weight them: if you're early in your career, learning and mentorship may count double. If you're supporting a family, stability may matter most.
Step 4: Ask the questions that reveal the truth#
If you're unsure, ask each company:
- "What would success look like in my first six months?"
- "How are performance reviews and salary increments done, and how often?"
- "How many people have joined and left the team in the last year?"
- "What's the on-call or after-hours expectation?"
Also talk to current or former employees if you can. LinkedIn makes this easier than it sounds, and people are often happy to share a few honest minutes.
Step 5: Use the comparison to negotiate#
If you prefer the lower-paying offer for good reasons, tell that company honestly:
"You're my first choice because of the team and the work. I have another offer with a higher total package. Is there any flexibility to close the gap?"
Our salary negotiation guide has more scripts. Never invent or exaggerate a competing offer.
Step 6: Decide, then close both doors politely#
Once you decide:
- Accept in writing with the company you choose and confirm your start date.
- Decline the other offer promptly and politely. Thank them for their time. You may want to work with them in the future.
"Thank you for the offer and for your time throughout the process. After careful thought, I've decided to accept another role that's a closer fit for my goals right now. I really enjoyed meeting the team and hope our paths cross again."
A quick gut check#
After all the numbers, imagine yourself one year into each job. Which version of you has learned more, is happier, and has better options? If the spreadsheet and your gut disagree strongly, spend a little more time on why.
Key takeaways#
- Get both offers in full and in writing.
- Compare total yearly compensation, treating bonuses and equity carefully.
- Score the non-financial factors and weight them by what matters to you now.
- Ask questions that reveal growth, stability and culture.
- Use the comparison to negotiate honestly, then decline the other offer gracefully.