You have multiple offers. Congratulations—that's a good problem to have.
But now you need to choose. And comparing offers is harder than it looks.
Here's the framework that actually works.
The Total Compensation Calculation
Before anything else, calculate the actual number.
Annual Total Comp Formula
Total Comp = Base Salary
+ Annual Bonus (expected, not max)
+ Annual Stock Value (grant ÷ vesting years)
+ Signing Bonus (÷ expected tenure)
+ Benefits Value
Example Calculations
Offer A: Big Tech | Component | Amount | |-----------|--------| | Base | $130,000 | | Annual bonus (15% target) | $19,500 | | RSU ($160K / 4 years) | $40,000 | | Signing ($30K / 2 years) | $15,000 | | Benefits (RRSP match 4%) | $5,200 | | Year 1 Total | $209,700 |
Offer B: Canadian Tech | Component | Amount | |-----------|--------| | Base | $120,000 | | Annual bonus (10% target) | $12,000 | | RSU ($60K / 4 years) | $15,000 | | Signing | $0 | | Benefits (RRSP match 5%) | $6,000 | | Year 1 Total | $153,000 |
Offer C: Startup | Component | Amount | |-----------|--------| | Base | $110,000 | | Annual bonus | $0 | | Options (paper value unknown) | $??? | | Signing | $5,000 | | Benefits (RRSP match 3%) | $3,300 | | Year 1 Total | $118,300 + options |
The Multi-Factor Comparison Framework
Money isn't everything. Here's how to weight all factors.
Step 1: Rate Each Factor (1-10)
| Factor | Offer A | Offer B | Offer C |
|---|---|---|---|
| Compensation | |||
| Total comp (annual) | 9 | 7 | 6 |
| Growth potential | 7 | 6 | 9 |
| Job security | 8 | 8 | 4 |
| Work Environment | |||
| Work-life balance | 6 | 8 | 5 |
| Remote/hybrid flexibility | 7 | 9 | 8 |
| Team/culture fit | 7 | 8 | 9 |
| Career Growth | |||
| Learning opportunities | 9 | 7 | 8 |
| Resume/brand value | 10 | 7 | 6 |
| Promotion potential | 7 | 7 | 8 |
| Personal Fit | |||
| Commute/location | 6 | 8 | 9 |
| Interest in product/mission | 6 | 8 | 9 |
| Manager quality | 7 | 8 | 7 |
Step 2: Weight by Your Priorities
| Priority Level | Your Priorities | Weight |
|---|---|---|
| Critical (must have) | e.g., Remote flexibility, Min salary | 3x |
| Important | e.g., Learning, WLB | 2x |
| Nice to have | e.g., Free lunch, office location | 1x |
Step 3: Calculate Weighted Score
Example with hypothetical weights:
| Factor | Weight | Offer A | Offer B | Offer C |
|---|---|---|---|---|
| Total comp | 3 | 27 | 21 | 18 |
| WLB | 2 | 12 | 16 | 10 |
| Learning | 2 | 18 | 14 | 16 |
| Remote flex | 3 | 21 | 27 | 24 |
| Total | 78 | 78 | 68 |
Evaluating Stock/Equity
Public Company RSUs
| Factor | How to Evaluate |
|---|---|
| Current stock price | Use for calculation |
| Stock volatility | Consider 20-30% swings |
| Vesting schedule | Frontloaded vs backloaded |
| Refresher grants | Ask about annual grants |
Tip: Discount RSU value by 10-20% for volatility unless it's a stable company.
Private Company / Startup Options
| Question | Why It Matters |
|---|---|
| What's the strike price? | Your cost to exercise |
| What's the latest 409A valuation? | Current paper value |
| What's the preferred vs common ratio? | Your shares may be worth less |
| What's the total shares outstanding? | Your percentage ownership |
| What's the funding stage? | Series A vs Series D matters |
| What's the path to liquidity? | IPO, acquisition, or never? |
Reality check: Most startup options expire worthless. Value them at 10-20% of paper value for comparison.
Stock Comparison Formula
Realistic Annual Stock Value =
(Grant Value / Vesting Years) × Confidence Factor
Confidence Factor:
- Public large cap: 90%
- Public volatile: 70%
- Late-stage private: 30-50%
- Early-stage private: 10-20%
Cost of Living Adjustments
If offers are in different cities:
Quick Comparison
| City | COL Index | $100K Feels Like |
|---|---|---|
| Toronto | 100 (base) | $100,000 |
| Vancouver | 105 | $95,000 |
| Montreal | 85 | $118,000 |
| Ottawa | 90 | $111,000 |
| Calgary | 88 | $114,000 |
| Remote (from cheaper city) | Varies | Major advantage |
Housing Reality Check
| City | Average 1BR Rent |
|---|---|
| Toronto | $2,300/month |
| Vancouver | $2,400/month |
| Montreal | $1,600/month |
| Ottawa | $1,900/month |
| Calgary | $1,700/month |
Formula:
Adjusted Salary = Salary × (Toronto COL / City COL)
The Non-Monetary Factors
Work-Life Balance Signals
| Green Flag | Red Flag |
|---|---|
| "We respect boundaries" | "We work hard, play hard" |
| Clear PTO policy and usage | "Unlimited PTO" with low usage |
| No weekend Slack messages | "Always-on culture" |
| Reasonable on-call rotation | Constant firefighting |
| Sustainable deadlines | Constant crunch |
Team Quality Signals
| Good Signs | Warning Signs |
|---|---|
| Met multiple team members | Only talked to hiring manager |
| Team seems happy, genuine | Rehearsed/corporate answers |
| Clear growth paths | "We're a flat organization" |
| Reasonable attrition | "We've grown 10x this year" |
| Senior engineers present | Everyone is new |
Growth Opportunity Signals
| Good Signs | Warning Signs |
|---|---|
| Clear leveling system | Vague about promotions |
| L&D budget exists | "Learn on the job" |
| Mentorship mentioned | No senior engineers |
| Internal mobility | People leave to advance |
| Challenging problems | Maintenance mode |
The Career Strategy Layer
Early Career (0-3 years)
| Priority | Reasoning |
|---|---|
| 1. Learning | Skill development compounds |
| 2. Brand/resume | Opens future doors |
| 3. Mentorship | Accelerates growth |
| 4. Compensation | Important but not primary |
Recommendation: Choose the place where you'll learn most, even if it pays 10-15% less.
Mid Career (3-7 years)
| Priority | Reasoning |
|---|---|
| 1. Compensation | You've earned it |
| 2. Growth trajectory | Where does this lead? |
| 3. Work-life balance | Sustainability matters |
| 4. Interest/passion | Engagement = performance |
Senior+ (7+ years)
| Priority | Reasoning |
|---|---|
| 1. Impact | What will you build? |
| 2. Compensation | You're at peak earning |
| 3. Autonomy | Work how you want |
| 4. Work-life balance | Avoid burnout |
Special Considerations
Startup vs. Big Tech
| Factor | Startup | Big Tech |
|---|---|---|
| Compensation (cash) | Lower | Higher |
| Equity upside | Higher risk/reward | Lower risk/reward |
| Stability | Lower | Higher |
| Learning breadth | Higher | Lower |
| Learning depth | Lower | Higher |
| Resume value | Varies | High |
| Autonomy | Higher | Lower |
Remote vs. In-Office
| Factor | Full Remote | Hybrid | In-Office |
|---|---|---|---|
| Flexibility | High | Medium | Low |
| Collaboration | Async | Mixed | Sync |
| Career visibility | Lower | Medium | Higher |
| Commute cost | $0 | Some | High |
| Location arbitrage | Yes | Limited | No |
Canada vs. US Remote
| Factor | US Remote (from Canada) | Canada-based |
|---|---|---|
| Compensation | Often higher (USD) | Lower (CAD) |
| Currency risk | USD exposure | None |
| Benefits | May be worse | Canadian benefits |
| Time zones | May require adjustment | Aligned |
| Tax implications | Complex | Simple |
The Decision Matrix
Create Your Personal Matrix
| Criteria | Weight (1-3) | Offer A | Offer B | Offer C |
|---|---|---|---|---|
| Total comp | 3 | 9×3=27 | 7×3=21 | 6×3=18 |
| Learning | 2 | 9×2=18 | 7×2=14 | 8×2=16 |
| WLB | 2 | 6×2=12 | 8×2=16 | 5×2=10 |
| Team | 2 | 7×2=14 | 8×2=16 | 9×2=18 |
| Stability | 1 | 8×1=8 | 8×1=8 | 4×1=4 |
| Location | 1 | 6×1=6 | 8×1=8 | 9×1=9 |
| Total | 85 | 83 | 75 |
The Gut Check
After all analysis, ask yourself: 1. Which offer makes you most excited? 2. Which team do you want to work with? 3. Where do you see yourself in 2 years? 4. What would you regret NOT choosing?
If the numbers say one thing but your gut says another, dig deeper.
Managing Multiple Offers
Timeline Management
| Stage | Best Practice |
|---|---|
| Receive first offer | Ask for 1 week to decide |
| Inform other companies | "I have an offer with deadline X" |
| Receive second offer | Try to align timelines |
| Negotiate | Use competing offers strategically |
| Decide | Don't drag it out unfairly |
What to Say
Asking for extension:
"Thank you for the offer. I'm very excited about this opportunity. I have a few other processes wrapping up this week—could I have until [date] to make a fully informed decision?"
Leveraging competing offer:
"I've received another offer at [X level of detail]. I'm more excited about your company because [reasons]. Is there any flexibility in the compensation to help me make this decision?"
Don't
- Accept and renege (burns bridges badly)
- Lie about other offers
- Play companies against each other aggressively
- Take too long (be respectful)
FAQ
What if one offer expires before another comes in?
Ask for extension. If denied, you may need to decide or gamble. Consider: Is the potential of the other offer worth risking this one?
Should I tell companies about other offers?
Yes, at a high level. It signals you're in demand and creates urgency. Don't share exact numbers unless asked.
How do I value startup equity?
Conservatively. Most startup options are worthless. Value at 10-20% of paper value. Ask about liquidation preferences.
What if I can't decide?
- Sleep on it
- Talk to people at both companies
- Imagine yourself 2 years from now at each place
- Trust your gut after analysis
Can I negotiate after accepting?
No. Once you accept, the negotiation is over. Negotiate before accepting.
Key Takeaways
- Calculate total comp first — Base alone is misleading
- Weight factors by YOUR priorities — Not generic advice
- Early career: prioritize learning — Money comes later
- Discount startup equity heavily — 80-90% may be worthless
- Consider cost of living — $120K in Montreal > $130K in Vancouver
- Trust analysis, but listen to gut — Both matter
The right offer isn't always the highest-paying one. It's the one that best fits your life and career goals.
Related Articles: - Salary Negotiation Guide - Signing Bonus Guide - Tech Benefits Canada - Software Engineer Salary 2026 - Browse All Open Positions
Sources: - Levels.fyi Canada Salaries - Numbeo Cost of Living - WOWA Housing Data - Industry compensation surveys and offer analysis