Separate facts, claims and unknowns
Record written offer terms separately from recruiter descriptions and personal inference. Ask unresolved questions before scoring.
Use the same time horizon and currency for compensation.
Score what changes daily work
Compare manager, role scope, team practices, on-call, meeting hours, commute, remote rules and tools. Weight factors rather than counting them equally.
Include the quality of evidence: an employee example may be stronger than a broad culture statement.
- Role scope
- Manager
- Total compensation
- Hours and location
- Learning
- Business risk
- Exit options
Run downside cases
Ask what happens if bonus is zero, equity is illiquid, remote policy changes, the manager leaves or the role is narrower than described.
A decision that remains acceptable under reasonable downside is more robust.
Document and close
Write the deciding reasons and assumptions, then confirm final terms and start date in writing. Decline the other offer promptly and professionally.
Do not keep negotiating after acceptance unless material information changes.
Official tool pages
Use these pages to verify current capabilities and terms. Links go to the providers or, for JobsScoutHQ, the relevant on-site directory.
Frequently asked questions
Should I always choose the higher salary?
No. Compare total compensation, work conditions, role scope, manager, risk and personal constraints.