Evaluate and negotiate offers

Understand the components

• Base salary.
• Bonus: target percentage and how it has actually paid out.
• Equity: grant value, vesting schedule (for example four years with a one-year cliff or front-loaded schedules), and for private companies the type (options or RSUs), strike price and recent valuation.
• Sign-on bonus and any clawback terms.
• Level and title, which affect future raises and promotion timing.
• Benefits, remote policy, and relocation.

Compare offers on total annual compensation over the first few years and on the work itself. Public compensation data sites help you understand typical ranges by company, level and location.

Negotiating

• Wait for the written offer before negotiating the details.
• Be collaborative and specific: "I'm excited about the team. I have a competing offer with a higher equity grant; is there flexibility on equity or a sign-on bonus?"
• Base salary is often constrained by level bands; equity and sign-on bonuses usually have more room.
• Ask whether a higher level is possible if your interviews supported it; level matters more over time than a one-time bonus.
• Only mention competing offers that exist, and be ready to share them if asked.
• Get every agreed change in writing before accepting.

Deciding

Write down what matters to you, such as the team, the manager, the growth path, stability and compensation, and score each offer. Ask to speak with the manager or a future teammate if you still have questions. Decline other offers promptly and politely; you may meet those recruiters again.