I think of it as base + stock awards + bonus + 401k match + HSA match. Is that right way to calculate TC when asked by recruiter?
Base + stock awards that will vest in the year + bonus. Don’t include 401k, HSA, free food, etc.
Crucial part of question: “when asked by a recruiter”. Definitely include 401k match and whatever other compensation/perks you can assign a dollar value to, especially if the new employer has fewer such perks. When comparing TC on blind, keep it simple. When negotiating for salary, be liberal.
Thanks, I will add up everything for recruiters.
Yes, also cost of living, upcoming bonuses/RSU grants, relocation costs... Also include intangible perks, like commute time, promotion/learning opportunities, WFH culture. It's important to pull out every piece of leverage you have.
I do base + stock vesting that year + refreshers vesting that year + expected bonus. I don’t count benefits or 401k etc.
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I was wondering the same thing. And for the stock award do you only count what vested that year or what you were awarded during the review? Also the $800 stay fit benefit?