How to Evaluate a Job Offer: The 15-Point Checklist Beyond Salary

She took the job. $25,000 more than her current salary. A title bump. A recognizable company name. Three months later, she was crying in her car before walking into the office.

The salary was real. But so was the 60-hour work week, the toxic manager, the zero growth trajectory, and the realization that the "senior" title meant nothing when everyone at the company had it.

This pattern repeats daily across the job market. LinkedIn's 2025 Workforce Confidence Survey found that 44% of professionals who changed jobs in the past year regretted their decision within 6 months. The #1 reason? Evaluating offers primarily on salary and title.

Never make a permanent decision based on a temporary emotion. Joy over a salary number fades. The daily reality of your work does not.

Salary matters. But it's one variable in a 15-variable equation. This guide is the complete framework for evaluating job offers systematically — so you never accept a role that looks good on paper but feels terrible in practice.

Base salary is the number everyone fixates on. But total compensation includes 5 components, and ignoring any of them means you're comparing apples to oranges.

1. Base Salary

The guaranteed annual amount before taxes. This is the foundation — but not the whole picture.

• Ask: Is this salary reviewable? When is the next review cycle?
• Red flag: "We'll revisit after 6 months" with no written commitment

2. Signing Bonus

A one-time payment, often used to bridge the gap if base salary can't match your ask. Note: Most signing bonuses have clawback clauses if you leave within 12 months.

• Ask: Is there a clawback if I leave? What's the proration schedule?
• Pro tip: If they can't move on base, a signing bonus is often negotiable

3. Annual Bonus

Performance-based bonus, often expressed as a percentage of base (e.g., "15% target bonus"). The word "target" is doing heavy lifting — ask what percentage of employees actually hit it.

• Ask: What was the average bonus payout last year? What determines individual vs. company component?
• Red flag: Vague answers like "it depends on performance" with no specifics

4. Equity/Stock

The most misunderstood component. Equity at a public company (RSUs) is very different from equity at a startup (options).

5. Retirement/401(k) Match

Free money you might be leaving on the table. A 6% match on a $100K salary is $6,000/year in extra compensation.

• Ask: What's the match percentage? Is there a vesting schedule on the match?
• Compare: Company A with $105K salary and no match vs. Company B with $100K salary and 5% match ($5K) — Company B wins

"Great benefits" can mean anything from world-class healthcare to a ping-pong table. Here's what to actually evaluate:

6. Health Insurance

The difference between good and bad health insurance can be $5,000-$15,000 per year in out-of-pocket costs. Don't gloss over this.

• Ask for: The Summary of Benefits document (not just "we have good insurance")
• Compare: Monthly premium, deductible, out-of-pocket max, coverage for dependents
• Check: Are your current doctors in-network?

7. PTO and Leave Policies

"Unlimited PTO" is often a trap — it frequently results in employees taking less time off due to guilt and unclear expectations.

• Ask: How much PTO do people actually take? Is there a minimum required?
• Ask: What's the parental leave policy? (Even if you don't need it now)
• Red flag: "We're too busy for people to take time off" disguised as dedication

8. Remote Work & Flexibility

Post-pandemic, this is non-negotiable for many. But "hybrid" means different things at different companies.

• Ask: What's the exact policy? How many days in office?
• Ask: Is this policy company-wide or team-dependent?
• Red flag: "Flexible" without specifics usually means "we'll decide later"

9. Learning & Development Budget

Conferences, courses, certifications, books — companies that invest in your growth are betting on your long-term value.

• Ask: Is there a professional development budget? How much?
• Ask: Will the company pay for certifications relevant to my role?
• Good sign: Named programs like "$5K annual learning stipend"

The job description got you here. But a job description is a marketing document. Now you need to understand what the job actually is.

10. Day-to-Day Reality

The title says "Product Manager." But are you actually making product decisions, or are you a project manager writing Jira tickets?

• Ask: What does a typical week look like in this role?
• Ask: What are the top 3 priorities for this role in the first 90 days?
• Ask: How much of my time is [specific task] vs. [other task]?
• Red flag: Vague answers like "it depends" or "you'll wear many hats"

11. Career Progression Path

Where does this role lead? If there's no clear path to the next level, you might be accepting a career plateau.

• Ask: What does the career ladder look like from this role?
• Ask: How long do people typically stay at this level before promotion?
• Ask: Can you give an example of someone who grew from this role?
• Red flag: "We don't really have formal levels" (often means no path)

The first 90 days will determine whether you succeed or struggle in a new role. Before accepting, understand what success looks like.

12. Manager & Team

People don't quit jobs; they quit managers. Your manager has more impact on your daily experience than anyone else at the company.

• Ask to meet your manager before accepting — this is non-negotiable
• Ask them: What's your management style? How do you give feedback?
• Ask them: What happened to the last person in this role?
• Ask the team: How long have you worked with [manager]? What's the culture like?

"Culture" is vague until you define what matters to you. Here are the concrete questions that reveal true culture:

13. Company Stability & Future

Is this company growing, stable, or struggling? Your job security and opportunities depend on it.

• For startups: What's the runway? When's the next funding round? Any recent layoffs?
• For public companies: Check recent earnings calls and stock trajectory
• For all: What's the company's growth rate? Are they hiring or in a freeze?
• Red flag: Recent layoffs followed by immediate hiring (often indicates poor planning)

14. Work-Life Boundaries

"We work hard and play hard" is often code for "we work all the time." Get specifics.

• Ask: What time do people typically start and end their day?
• Ask: How often do people work weekends? Is on-call expected?
• Ask: What's the expectation for responding to messages outside work hours?
• Check: During your interview process, did people email you at 11pm?

15. Values Alignment

This sounds soft, but it's critical. Working at a company whose mission you don't believe in is soul-crushing, regardless of salary.

• Ask yourself: Do I believe in what this company does?
• Ask yourself: Would I be proud to tell people where I work?
• Ask them: What's a recent decision the company made that you were proud of?
• Research: Any controversies, lawsuits, or PR issues you should know about?

The best companies are those where the values on the wall match the behavior in the halls.

Use this framework to compare offers objectively. Score each factor 1-5 based on your priorities, then multiply by your weight for that category.

How to use the scorecard:

1. 1.Assign weights (1-3) based on YOUR priorities. If remote work is non-negotiable, weight it 3. If equity doesn't matter to you, weight it 1.
2. 2.Score each factor (1-5) based on the offer. 1 = Poor, 5 = Excellent.
3. 3.Calculate weighted score = Weight × Score for each row.
4. 4.Sum the weighted scores for each offer.
5. 5.Compare totals — but also check for any factor scored 1-2 that's weighted 3 (deal-breaker).

Don't accept an offer without answers to these questions. Ask during interviews, to HR, or in your final negotiation call.

Compensation Questions

1. 1.When is the next salary review cycle?
2. 2.What's the typical raise percentage for strong performers?
3. 3.What percentage of employees hit their bonus target last year?
4. 4.What's the equity vesting schedule? Is there a cliff?
5. 5.Is there a signing bonus? What's the clawback policy?
6. 6.What's the 401(k) match? Is it vested immediately?

Benefits Questions

1. 1.Can I see the health insurance Summary of Benefits?
2. 2.What's the PTO policy? How much do people actually take?
3. 3.What's the parental leave policy?
4. 4.Is there a professional development budget? How much?
5. 5.What's the work-from-home policy? Is it documented?

Role Questions

1. 1.What does success look like in the first 90 days?
2. 2.What are the biggest challenges facing this role right now?
3. 3.What happened to the last person in this role?
4. 4.How much of my time will be spent on [X] vs [Y]?
5. 5.What's the career progression path from this role?
6. 6.Can I meet my direct manager before accepting?

Culture Questions

1. 1.What time do people typically start and end their day?
2. 2.How often do people work weekends?
3. 3.What's the expectation for after-hours communication?
4. 4.Why is this position open?
5. 5.What's your favorite thing about working here?
6. 6.What's one thing you'd change about the company?
7. 7.Are there any upcoming layoffs or restructuring?

Company Questions

1. 1.What's the company's financial runway? (startups)
2. 2.What's the growth trajectory for the team?
3. 3.Has the company had layoffs in the past 2 years?
4. 4.What's the average tenure at the company?

Some signals are strong enough that no salary can compensate. Here are the deal-breakers experienced professionals watch for:

Process Red Flags

• Pressure to decide immediately — "This offer expires tomorrow" is a manipulation tactic
• Refusing to put things in writing — Verbal promises about salary, remote work, or role scope
• Disorganized interview process — If they can't run interviews well, they can't run projects well
• Excessive interview rounds (8+) — Often signals indecision or internal politics

Compensation Red Flags

• Below-market salary with "equity will make up for it" — Especially at late-stage startups
• Vague bonus structure — "Bonuses are discretionary based on performance"
• Declining to share equity details — Strike price, 409A, dilution, exercise window
• No written offer letter — Everything should be documented

Culture Red Flags

• High turnover in the role — "You'll be the 3rd person in this role in 2 years"
• Manager avoidance — They won't let you meet your manager before accepting
• Glassdoor patterns — Multiple reviews mentioning same issues (overwork, poor management)
• "We're like a family" — Often code for "we don't have professional boundaries"

When someone shows you who they are, believe them the first time. The same applies to companies during the interview process.

The evaluation checklist isn't just for deciding — it's a negotiation tool. Low scores reveal negotiation opportunities.

The negotiation conversation:

"I'm very excited about this role. After evaluating the full offer, there are a few areas I'd like to discuss. The base salary is below my target range — is there flexibility there? If not, would you consider a signing bonus to bridge the gap? I also noticed the learning budget wasn't mentioned — is there a professional development stipend?"

What's Negotiable (More Than You Think)

Linda Babcock's research in Women Don't Ask found that people who negotiate their starting salary earn on average $500,000+ more over their careers than those who don't. Use this checklist to know WHAT to negotiate.

The meta-lesson: The best job decisions are made slowly and systematically, not in the excitement of receiving an offer. Companies spend weeks evaluating you. Spend at least a few days evaluating them back.

Choosing a job is choosing a life. Do it with the seriousness it deserves.

Ready to land more offers to choose from? Build a resume that gets you competing offers