Job offer checklist: compare the terms before accepting
Before accepting a job offer, check what is guaranteed, what is conditional, what is missing, and what you need the employer to change. A headline compensation figure is not enough to compare two packages with different payment schedules, work requirements, and conditions.
This checklist is a way to organize the employer’s documents. It does not estimate market pay or replace advice about a contract, tax, equity, or local employment law.
1. Confirm the role and work arrangements
Check the job title, reporting line, responsibilities, work location, expected hours, travel, and start date. A role described as “remote” may still have location or attendance conditions. Ask which arrangements are contractual, which are company policy, and which depend on manager approval.
In our interviews we discussed [arrangement]. Could you confirm how that will be recorded in the offer and whether any location or attendance conditions apply?
If the written description differs from the interviews, resolve that difference before you compare pay. A title alone does not establish level or responsibility.
2. Separate recurring pay from other compensation
For base salary, confirm the amount, currency, payment frequency, and whether the quoted figure is gross pay. For hourly roles, clarify the expected hours and how additional hours are handled under the applicable rules and agreement.
For a signing bonus, ask when it is paid and whether you must repay all or part if you leave. For an annual bonus, identify whether it is guaranteed, discretionary, or subject to targets; ask about eligibility in the first year and payment timing. Do not treat a target bonus as certain cash.
For equity, ask what instrument is being offered, the grant or approval process, vesting schedule, and relevant exercise or departure conditions. An employer’s estimated value is not necessarily cash you can spend or a guarantee of future value. Seek appropriate advice if the terms materially affect your decision.
3. Check benefits and practical costs
Read the eligibility dates and terms of health coverage, retirement benefits, leave, relocation support, and training. Compare what matters in your circumstances rather than assuming every listed benefit has the same value for everyone.
Consider commute, relocation, work-related travel, and an unpaid gap before the start date. Do not invent a precise after-tax comparison: tax depends on your circumstances and location. Use verified information and professional advice where needed.
4. Identify conditions before you rely on the offer
Check whether the offer depends on references, checks, permits, approval, or a later agreement. Confirm who must complete each step and when. An enthusiastic conversation is not proof that all conditions are satisfied.
If you are planning to resign, understand the offer’s status and the obligations in your current role first. If there are restrictions, repayment terms, or conflicting start dates, ask qualified advisers about them rather than relying on a template to interpret the law.
5. Put the comparison on one page
Use the same categories for each offer and mark uncertainty explicitly:
| Term | Offer A | Offer B | Question still open |
|---|---|---|---|
| Base pay and payment schedule | [Written terms] | [Written terms] | [Missing detail] |
| One-time payments and repayment | [Written terms] | [Written terms] | [Conditions] |
| Bonus or equity | [Guaranteed/conditional] | [Guaranteed/conditional] | [Approval or valuation] |
| Location, hours, travel | [Confirmed arrangements] | [Confirmed arrangements] | [Policy or contract?] |
| Start date and offer conditions | [Status] | [Status] | [Outstanding step] |
| Decision deadline | [Date and time zone] | [Date and time zone] | [Extension confirmed?] |
Do not add base pay, a discretionary target, and an uncertain equity estimate into one “guaranteed” number. Keep them separate so you can see the risk and timing.
6. Decide whether to clarify, counter, accept, or decline
Clarify when information is missing. Counter when you understand the package and can name a specific improvement you want. Accept when the available terms meet your requirements and you understand the conditions. Decline when they do not and you do not want to continue negotiating.
If you need time, ask for an offer-deadline extension. If pay is the issue, read how to counter a job offer and adapt a counter-offer email. If base is fixed, review non-base alternatives without assuming they are available.
7. Review the final written version
When terms change, ask the employer to send an updated document. Check the revised amounts and arrangements, not just the subject line saying “updated offer.” Ask about any conflict between the letter, attachments, policy documents, and the conversation.
Thank you for the revised offer. Could you confirm that [specific agreed term] is included? I would like to make sure the written package reflects our discussion before I accept.
Keep your own record of the offer and correspondence. Share personal documents only where necessary and permitted. The job-offer negotiation guide connects this checklist to drafting and rehearsal based on your actual circumstances.