Price an Offer as Total Comp, Not Just Base
Combine base, target bonus, benefits value, and annualized equity into one number the candidate understands - checked against your bands and market benchmarks first.
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.
Frequently asked questions
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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