Total compensation calculator
Project how base salary, bonuses, cash awards, initial and recurring stock grants, and ESPP benefits combine over time. Compare offers and assumptions, and see where an equity cliff may reduce future compensation.
Manual stock prices 5 yearly prices
Manual mode requires one positive year-end price for every projected employment year.
RSU grants 1 grant
Each grant follows one vesting schedule. Set already vested years to omit completed portions of an award while keeping its remaining schedule.
One-time cash awards No awards
Signing, retention, relocation and other employer payments are recognized in their payment month.
Annual refresh grants 1 refresh plan
Each annual award becomes a cohort; value-based refreshes convert at the projected grant-date stock price.
Employee stock purchase plan 10% contribution, 15% discount
Departure and advanced assumptions No departure
Scenario comparison
Compensation timeline
Salary, equity vesting, bonus payouts, and ESPP cycles across the projection.
Annual compensation mix
The annual breakdown shows salary, expected bonus, cash awards, RSUs at vest, and other employer compensation, then adds ESPP benefit when enabled. Employee ESPP contributions are not compensation.
Monthly compensation
Gross compensation recognized each month; employee ESPP contributions remain separate and these figures are not net cash flow.
Unvested equity by month
Projected unvested RSU value forfeited after each possible departure month, before applying the entered departure date.
Annual offer advantage
Annual Core TC for every offer, grouped by year. Hover any offer after the first to see its difference from the baseline.
Compensation mix
Compare cash and equity-linked compensation over the same employment years.
Annual TC change
Percentage change in TC with ESPP by employment year. Negative changes extend left of zero; tooltips reconcile the dollar change in every compensation component.
RSU vesting by cohort
One scenario separates grant cohorts; several scenarios show scenario-coloured total RSU vest values while tooltips retain the cohort detail.
Vesting matrix
Each aligned cohort has one row per scenario; the union of employment-year columns reconciles to annual RSU compensation.
Cumulative compensation
Cumulative non-equity and vested-RSU compensation build to cumulative TC with ESPP when the plan is enabled.
Stock-price sensitivity
Selected-period total compensation around the entered annual stock-growth assumption. TC with ESPP remains available in each tooltip; manual price mode hides this derived ladder.
Annual projection
| Year | Scenario | Basesalary | Expectedbonus | One-timecash | InitialRSU | AdditionalRSU | RefreshRSU | Other employercomp | Totalcompensation | ESPPcontribution | ESPPbenefit | TC withESPP | Endingstock price | Endingunvested value |
|---|
Vesting schedule
| Date | Scenario | Grant cohort | Source | Shares | Status | Projected price | Gross vest value |
|---|
Grant ledger
| Grant | Scenario | Source | Schedule starts | Grant price | Granted shares | Vested shares | Forfeited shares | Ending unvested shares | Ending unvested value |
|---|
ESPP cycles
| Offering starts | Scenario | Scheduled purchase | Status | Contributions | Start price | Purchase-date price | Purchase price | Shares | Benefit | Proceeds / refund |
|---|
What this model assumes
- Figures are gross USD compensation estimates; taxes and withholding are not inferred.
- Total compensation includes salary, expected bonus, one-time cash, RSU value when shares vest, and other employer compensation. New unvested awards are not recognized compensation.
- TC with ESPP adds only the estimated economic discount or lookback benefit. Employee payroll contributions remain separate cash flow.
- ESPP results assume a qualified Section 423 plan and treat each offering start as its option grant date. Each option can use $25,000 of grant-date fair-market-value room for every calendar year it is outstanding through purchase; purchases consume the earliest available year first, and contributions that cannot buy qualifying shares are refunded. A nonqualified plan may follow different limits.
- Stock appreciation after an RSU vest or ESPP purchase is investment return, not employer compensation. Price paths are assumptions, not forecasts.
- Scheduled award shares become fixed at grant. Value-based refreshes therefore produce fewer shares at higher grant-date prices.
- Departure is inclusive: pay and vest events in the final month count; later awards and unvested events do not.
Calculations are estimates based on your assumptions and are not financial, tax or investment advice. Actual compensation and plan rules may differ. Read the financial disclaimer.