Fintra Comp
Price an offer as total comp, not just base
The whole offer in one number
Candidates compare offers on total value, not base salary. Fintra assembles an offer as a target total-comp figure, base plus target bonus plus benefits value plus annualized equity, using the same aggregation that powers employee total-comp views, so the number you pitch is the number that holds up after hire.
| Component | Basis |
|---|---|
| Base salary | Annual base |
| Target bonus | Plan target for the role |
| Benefits value | Employer-provided benefits |
| Equity (annualized) | Grant value vesting per plan year |
| Target total comp | Sum of the above |
Checked against the market
Equity valued honestly
The equity portion uses the cap-table engine’s grant-date value and annualized vesting, not a hand-waved “upside.” Candidates see a defensible equity number, and you avoid over-promising on a figure you can’t stand behind.
Inside Fintra
Because the offer uses the same total-comp math as post-hire views, the new hire’s target total comp on day one matches the offer you modeled: no reconciliation gap.
Questions people ask
What goes into an offer’s total comp?
Base salary, target bonus, benefits value, and annualized equity, summed into a target total-comp figure using the same aggregation as employee total-comp views.
How is offer equity valued?
Through the cap-table engine’s grant-date value and annualized vesting, so the equity number is defensible rather than speculative upside.
Can I benchmark an offer before sending?
Yes: position it against the role’s compensation band and captured p50/p75/p90 benchmarks to see whether it’s at, below, or above market.
Will the modeled offer match reality after hire?
Yes. The offer uses the same total-comp math as post-hire views, so the new hire’s day-one target total comp matches what you modeled.
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Offers candidates can compare
Model the full package as one benchmarked total-comp number.