Free Career Tool

Offer Evaluation Scorecard

Before you say yes, run the numbers. This scorecard evaluates every part of an offer so you know whether to accept, negotiate, or walk away.

How It Works

Rate each dimension of the offer, see your weighted score, and get a specific recommendation backed by the numbers.

1

Rate the Offer

Score each element of the offer from 1 to 10. The tool weights each factor based on its long-term career impact.

2

See the Full Picture

Get an overall offer score, a breakdown by category, and a color-coded verdict.

3

Know Your Next Move

Walk away with a specific recommendation: accept, negotiate these 3 things, or walk away with an explanation of why.

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Step 1 Rate the Offer

Move each slider to reflect how this offer performs on each dimension. Default is 5. Use the tooltips to understand what each dimension is measuring.

Base Salary vs. Market 25 pts
This is your baseline for everything else. If the base is wrong, benefits rarely compensate. Rate it against the market, not against what you currently make.
5
1 = Well below market for this role and vertical | 10 = At or above top of market rate
110
Growth and Promotion Path 15 pts
A role that pays well but goes nowhere costs you compound career growth. Title and scope advancement matter as much as compensation over a 5-year horizon.
5
1 = No clear path upward, role appears to be a ceiling | 10 = Clear title progression, defined review timelines, and evidence of internal promotion
110
Remote and Schedule Flexibility 12 pts
Flexibility has a dollar value. Calculate what commute time and cost are worth annually before rating this a 5.
5
1 = Fully on-site with no flexibility | 10 = Full remote or hybrid with autonomy over schedule
110
Benefits Quality 10 pts
Benefits can represent $10,000 to $20,000 in annual value. A lower salary with excellent benefits often beats a higher salary with thin coverage.
5
1 = High-deductible plan, minimal PTO, no retirement match | 10 = Strong health coverage, generous PTO, 401k match at 5%+
110
Title and Scope 10 pts
Title travels with you. A step down in title, even at higher pay, can limit your negotiating power in your next role.
5
1 = Title is a lateral or downgrade from current role | 10 = Title is a clear step up with meaningful scope increase
110
Manager and Team Signals 10 pts
You do not work for the company, you work for your manager. Rate this based on what you observed in the process, not what they said about their culture.
5
1 = Red flags in the interview process (vague answers, high turnover mentioned, no team intro) | 10 = Strong manager presence, clear team culture, met 2+ future colleagues
110
Company Stability 8 pts
A 10% higher salary at an unstable company may not outperform a lower salary at a stable one if the role disappears in 18 months.
5
1 = Early-stage, unprofitable, or showing signs of financial stress | 10 = Established organization, strong revenue base, no layoff history
110
Alignment with Career Goals 7 pts
Every role either advances your career story or complicates it. Rate this against the next role you want, not the one you are leaving.
5
1 = This role moves me away from where I want to be in 5 years | 10 = This role is a direct step toward my stated career objective
110
Signing Bonus or Extras 3 pts
Extras are one-time, not recurring. They are worth less than base salary increases compounded over time. Weight them accordingly.
5
1 = No extras offered | 10 = Strong signing bonus, relocation support, or meaningful non-salary perks
110

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