Offer Evaluation Framework¶
Overview¶
Evaluating a job offer is more than comparing base salaries. This framework helps you make a holistic, data-driven decision - especially when comparing multiple offers.
The 5-Dimension Framework¶
Score each dimension 1-5, then weight by your priorities.
Dimension 1: Compensation (Weight: varies)¶
Total Comp = Base + Annual Bonus + RSU/ESOP (annualized) + Benefits
Calculate annualized RSU:
₹40L grant over 4 years = ₹10L/year (at current valuation)
Example comparison:
Offer A (MAANG) Offer B (Startup)
Base: ₹45L ₹35L
Bonus (target): ₹9L (20%) ₹3.5L (10%)
RSU/ESOP/year: ₹12L ₹5L (discounted 80%)
Benefits: ₹3L ₹1L
─────────────────────────────────────────────────────
Total Comp/year: ₹69L ₹44.5L
Score: Rate 1-5 vs your target compensation
Questions to ask: - What's the bonus payout history? (Target vs actual) - What's the RSU refresh policy after year 4? - Is there a joining bonus? (One-time, but helps) - What's the salary review cycle?
Dimension 2: Role & Impact (Weight: high for career growth)¶
Evaluate:
- Scope: How many users/systems will you impact?
- Ownership: Will you own features end-to-end or be a cog?
- Visibility: Will your work be seen by leadership?
- Influence: Can you shape technical direction?
Score 1-5:
1 = Narrow scope, no ownership, invisible work
5 = High impact, full ownership, visible to leadership
Questions to ask: - What will I own in the first 6 months? - How does this team's work connect to company priorities? - What's the biggest project I'd work on?
Dimension 3: Growth & Learning (Weight: high for early career)¶
Evaluate:
- Promotion timeline: How long to next level?
- Mentorship: Is there a strong senior engineer culture?
- Tech stack: Will you learn in-demand skills?
- Breadth: Can you move across teams/domains?
- L&D budget: Conferences, courses, certifications?
Score 1-5:
1 = No clear path, no mentorship, legacy tech
5 = Clear ladder, strong mentors, cutting-edge tech
Red flags: - "We don't have a formal career ladder" - High turnover at senior levels - No internal mobility
Dimension 4: Team & Culture (Weight: high for day-to-day happiness)¶
Evaluate:
- Manager quality: Is your manager a coach or a micromanager?
- Team dynamics: Collaborative or siloed?
- Engineering culture: High standards or "just ship it"?
- Work-life balance: Sustainable pace or constant crunch?
- Psychological safety: Can you disagree without fear?
Score 1-5:
1 = Toxic manager, no collaboration, constant crunch
5 = Great manager, strong team, sustainable pace
How to assess: - Ask team members (not just the manager) during interviews - Check Glassdoor reviews (look for patterns, not outliers) - Ask: "How does the team handle failures?" - Ask: "What's the on-call burden like?"
Dimension 5: Company Trajectory (Weight: high for equity value)¶
Evaluate:
- Stage: Early startup vs growth vs public company
- Funding: Runway, last round, investors
- Revenue: Growing or declining?
- Market: Is the market growing?
- Mission: Do you believe in what they're building?
Score 1-5:
1 = Declining revenue, unclear path, weak market
5 = Strong growth, clear path to IPO/profitability, exciting market
For startups specifically: - Series A: High risk, high reward (ESOPs most valuable if it works) - Series B/C: Medium risk, medium reward - Pre-IPO: Lower risk, still meaningful equity upside - Public: Lowest risk, RSUs are liquid
Scoring Template¶
Offer A Offer B Offer C
Weight Score Score Score
Compensation 30% 4 3 5
Role & Impact 25% 5 4 3
Growth & Learning 20% 4 5 3
Team & Culture 15% 4 3 4
Company Trajectory 10% 3 5 2
─────────────────────────────────────────────────────────
Weighted Score 4.1 3.9 3.6
Adjust weights based on your priorities: - Early career: Weight Growth & Learning higher (30%) - Mid-career: Weight Role & Impact higher (30%) - Financial goals: Weight Compensation higher (40%) - Burned out: Weight Team & Culture higher (30%)
Comparing Multiple Offers¶
The Deadline Problem¶
Scenario: Offer A expires in 3 days, but you're waiting for Offer B.
Options:
1. Ask Offer A for extension:
"I'm very interested in this role. I have another process
wrapping up in [X days]. Could you extend the deadline to [date]?"
Most companies will give 3-7 more days.
2. Accelerate Offer B:
"I have a competing offer with a deadline of [date].
I'm very interested in your company - is there any way
to expedite the process?"
Many companies will fast-track if you're a strong candidate.
3. Make a decision with incomplete information:
If Offer A is strong and Offer B is uncertain,
don't let perfect be the enemy of good.
When Offers Are Close¶
If two offers score within 0.3 of each other:
- Go with your gut (which team excited you more?)
- Consider the manager (you work FOR a person, not a company)
- Consider the mission (what will you be proud to say you worked on?)
- Consider the commute/location (underrated quality-of-life factor)
Red Flags in Offers¶
Compensation red flags:
❌ Offer expires in <48 hours (pressure tactic)
❌ Vague equity ("we'll figure it out after you join")
❌ No written offer letter
❌ Bonus "at discretion" with no target %
Role red flags:
❌ Unclear responsibilities ("you'll figure it out")
❌ Reporting to someone who just joined
❌ Role created for you but no headcount approved
Culture red flags:
❌ Interviewer badmouths current/former employees
❌ Disorganized interview process (reflects company culture)
❌ No one on the team has been there >2 years
❌ "We work hard and play hard" (often means just work hard)
Company red flags:
❌ Declining to share revenue/growth metrics
❌ Recent layoffs with no explanation
❌ Founder/CEO has history of failed ventures with no learnings
❌ Pivoting business model frequently
✅ Green Flags¶
✅ Interviewers speak enthusiastically about their work
✅ Clear career ladder with examples of promotions
✅ Transparent about challenges ("here's what we're working on")
✅ Strong engineering blog / open source contributions
✅ Low turnover at senior levels
✅ Manager has been promoted from within
✅ Company growing revenue YoY
✅ Offer deadline is reasonable (1 week+)
Decision Checklist¶
Before accepting, confirm:
Compensation: - [ ] Total comp calculated (base + bonus + equity/year) - [ ] Equity terms understood (vesting, cliff, strike price) - [ ] Joining bonus confirmed in writing - [ ] Salary review cycle confirmed
Role: - [ ] Job description matches what was discussed - [ ] Reporting structure confirmed - [ ] Team size and composition known
Logistics: - [ ] Start date agreed - [ ] Notice period / buyout discussed - [ ] Relocation support (if needed) confirmed - [ ] Work location / WFH policy confirmed
Gut check: - [ ] Am I excited to tell people I work here? - [ ] Do I respect the people I'll work with? - [ ] Does this move me toward my 3-year goal?