Offer Evaluator

CTC is the total employer cost including fixed pay, variable, employer PF, and benefits. Take-home is roughly 55-65% of CTC after tax and PF deductions.

Look beyond base salary: variable pay certainty, ESOP vesting, health insurance sum, joining bonus clawback, WFH flexibility, and growth trajectory.

Lead with enthusiasm, quote a specific number 10-15% above target, and if they cannot move on base, negotiate joining bonus or accelerated review cycle.

Industry norm in India is 20-40% for lateral moves. Senior roles can command more. Competing offers give you real leverage.

Depends on the company's valuation and liquidity timeline. Always check the vesting cliff and schedule. RSUs at listed companies are more predictable.

A clawback requires you to repay the joining bonus if you leave within a specified period (typically 12-24 months). Always read this clause before accepting.

Yes. Multiple offers provide real negotiation leverage. Be honest with recruiters — never lie about competing offers.

Resign, serve notice (or negotiate buyout), then use our Transition tools for notice period calculation, resignation letter, and FnF checklist.

We use salary data from job postings in our feed for the same role and seniority in your location. This is a benchmark, not a guarantee.

No. Offer letter text is sent only to the AI analysis endpoint and is not stored on our servers. Analysis results are cached locally in your browser.

Ask for a written extension, explaining the timeline for your other processes. Reasonable employers extend by 3 to 7 days. Those who refuse outright are telling you something about how they negotiate later.

Yes, but only until the written letter is signed and only with a genuine new data point — a counter-offer, a missed component, or clarified scope. Renegotiating without cause burns trust.

For IC tech roles, 10 to 15% of fixed is typical. For sales and leadership, 20 to 40%+. Always ask for the actual payout history over the last two years — not the "target".

Assume the ESOP is worth zero and ask whether the cash alone makes the role worth it. If yes, any ESOP upside is a bonus. If no, do not let the paper value persuade you.

Role, reporting manager, location/WFH, base, variable formula and payout history, ESOP grant and vesting, joining bonus and clawback period, notice period, and any probation clauses.