Compare two job offers: which pays more in hand?
To compare two job offers fairly, compare monthly in-hand salary, not CTC. Enter both offers and Salryd works out take-home after PF, professional tax and income tax for each, then scores them on take-home, guaranteed income, tax efficiency, retirement contributions and pay structure.
Offer A
Your total Cost to Company, before any deductions.
Taxed when paid, so it's shown separately from your guaranteed monthly in-hand.
Select your state for a professional tax estimate.
Offer B
Your total Cost to Company, before any deductions.
Taxed when paid, so it's shown separately from your guaranteed monthly in-hand.
Select your state for a professional tax estimate.
At a glance
Both offers are closely matched on salary alone — your decision likely comes down to factors beyond pay.
Offer A in-hand: ₹93,796/month
Salryd Score 97
Offer B in-hand: ₹1,04,018/month
Salryd Score 97
Offer B pays more, every month
Favors Offer B — Offer B increases guaranteed monthly take-home by ₹10,221.
Worth clarifying
- The Salryd Score measures salary structure only — not company reputation or growth.
- Both offers are close on numbers — weigh non-salary factors before deciding.
Recommendation Summary
Salryd's transparent, deterministic verdict — every number traces back to the comparison table above.
Salryd recommends
Both offers are closely matched on salary alone — your decision likely comes down to factors beyond pay.
Offer A
97/100
Salary Health Score
Offer B
97/100
Salary Health Score
Offer B pays more, every month
Medium impactOffer B increases guaranteed monthly take-home by ₹10,221.
Offer A builds a stronger retirement corpus
Medium impactOffer A puts a larger share of your CTC into EPF, across both your own and your employer's contribution.
Offer A is more tax-efficient
Low impactMore of Offer A's gross salary survives professional tax and income tax and actually reaches your bank account.
Offer Improvement Advisor
Discover practical ways to strengthen your offer before making a decision.
Offer A
Opportunities Found
Ask whether a joining bonus is available
Biggest OpportunityThis offer doesn't currently mention a joining bonus — many employers have room to add one, especially to help offset a notice period or bridge a gap.
Ask if notice period support is available
This offer doesn't currently include notice period buyout support — worth raising if your current notice period is long.
Ready to improve this offer?
Build your negotiation strategy first — then generate a professional email when you're ready.
- 1. Review the opportunities above
- 2. Choose what to discuss
- 3. Generate your email
Offer B
Opportunities Found
Ask whether a joining bonus is available
Biggest OpportunityThis offer doesn't currently mention a joining bonus — many employers have room to add one, especially to help offset a notice period or bridge a gap.
Ask if notice period support is available
This offer doesn't currently include notice period buyout support — worth raising if your current notice period is long.
Ready to improve this offer?
Build your negotiation strategy first — then generate a professional email when you're ready.
- 1. Review the opportunities above
- 2. Choose what to discuss
- 3. Generate your email
How it works
- 1
Enter both offers
Type in CTC, Basic, HRA, variable pay and the other fields for Offer A and Offer B. No account is needed.
- 2
See in-hand to in-hand
Each offer goes through the same in-hand salary calculation, so the two figures are directly comparable.
- 3
Read the score and the reasons
Every reason names the factor behind it and which offer it favours. The scoring rules are fixed, not generated by AI.
- 4
Weigh what the numbers cannot show
Growth, team, culture and benefits are not scored. The page lists them so you can weigh them yourself.
Sample comparison
Two made-up offers under the calculator's default assumptions (new regime, Basic 50% of CTC). The result is produced by the same comparison Compare Offers runs on your offers.
| Offer | Fixed CTC | Variable | In-hand / month | Score |
|---|---|---|---|---|
| Offer A | ₹15,00,000 | ₹0 | ₹1,10,820 | 99 |
| Offer B | ₹14,00,000 | ₹2,00,000 | ₹1,04,018 | 96 |
Offer A is recommended based on its stronger overall salary structure.
- Offer A has more guaranteed income. A larger share of Offer A's total expected pay is guaranteed rather than dependent on variable pay being paid out in full — lower variable compensation risk.
- Offer A pays more, every month. Offer A increases guaranteed monthly take-home by ₹6,802.
- Offer B builds a stronger retirement corpus. Offer B puts a larger share of your CTC into EPF, across both your own and your employer's contribution.
Continue your salary journey
One clear step at a time.
How to compare two job offers
A practical framework for weighing CTC, in-hand pay, benefits, and variable components.
Also worth exploring
Calculate your in-hand salary
Enter your CTC and see exactly what lands in your bank account every month.
What is CTC?
Understand what Cost to Company really means — and why it is never your bank balance.
Browse Salary Academy
Free guides on CTC, in-hand salary, deductions, and offer decisions — written for India.
On the horizon
Salary Explorer
Browse salaries by role, company, and city — coming to Salryd.
Company Salaries
See how companies in India structure compensation — coming to Salryd.
Role Salaries
Understand typical pay ranges for your role and experience level — coming to Salryd.
Industry Insights
Salary trends and benchmarks by industry — coming to Salryd.
Negotiation tips
A few general principles worth keeping in mind whenever you negotiate an offer.
- 1Negotiate in writing — it keeps the conversation clear and gives both sides time to think it through.
- 2Anchor on the value you bring, not on what you personally need — it keeps the conversation collaborative.
- 3Ask before you propose — "Is there flexibility on X?" opens a conversation; "I need X" can close one.
- 4Negotiate the whole package, not just one number — fixed pay, variable pay, joining bonus, and benefits are all on the table.
- 5Get the final offer in writing before making any decisions — verbal promises can change.
Things to consider beyond salary
The Salryd Score only measures what can be calculated from a salary structure. A higher score doesn't automatically mean the better career decision — weigh it alongside these.
- Career growth
- Will this role stretch you, or will you plateau?
- Learning
- New skills, tools, or domains you'd genuinely pick up.
- Role scope
- Ownership and decision-making — not just your job title.
- Work-life balance
- Realistic hours, on-call expectations, and flexibility.
- Leave policy
- Paid leave, sick leave, and how easily it's actually approved.
- Health insurance
- Coverage for you and your family, not just the headline sum insured.
- ESOPs
- Real, vested value — not just a large number on an offer letter.
- Manager & team
- Who you'll report to, and who you'll work with day to day.
- Work culture
- How the company actually operates, not just how it markets itself.
Frequently asked questions
How does Salryd decide which offer to recommend?
Salryd calculates a Salary Health Score for each offer from five factors — monthly take-home, guaranteed income share, tax efficiency, retirement contributions, and pay structure stability — each weighted and centrally documented. The offer with the higher weighted score is recommended. There's no AI guesswork involved: every number traces back to a calculation you can see in the comparison table above.
Does the Salryd Score consider company reputation, brand, or growth prospects?
No. The score is calculated purely from the salary structure you enter — it has no data on company reputation, industry outlook, or career growth, and it never invents an opinion on things it can't measure. That's exactly why we've added a dedicated 'things to consider beyond salary' section below — a stronger salary is not always the better career move.
Is my offer data stored anywhere?
Calculations run in your browser. If you sign in, Career Workspace stores salary and offer context so other tools can continue your work across sessions. We do not sell that data. This device may also remember your last inputs in local storage.
Should I compare two job offers by CTC or by in-hand salary?
By in-hand salary. Two offers with the same CTC can pay different monthly amounts because of how Basic, PF, variable pay and tax work out in each structure.
Do I need to sign in to compare offers?
No. Compare Offers works without an account, and the sample on this page is open to everyone.
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