Total compensation guide is the focus of this expert guide. Total compensation includes much more than base salary.
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Base salary
Your base salary is the most predictable component of compensation. It is also the component that affects all future negotiations and raises, since many companies tie increases to a percentage of base.
Bonus
Annual bonuses vary enormously in reliability. A target bonus that the company historically pays at 100% is very different from one that is discretionary and often cut. Ask about historical payout rates.
Equity
For private companies, equity is speculative. For public companies, current-price RSUs are more predictable. Understand the vesting schedule, the tax implications, and the realistic current and future value. For more on this, see our guide on compensation philosophy.
Benefits, PTO, and perks
Healthcare, retirement matching, paid parental leave, professional development, and remote flexibility all have real dollar value. Include them in your total compensation calculation when comparing offers.
Read next
- How to Negotiate Flexible Hours as Part of Your Compensation
- How to Negotiate a Relocation Package With a New Employer
- How to Discuss Compensation With a Recruiter
Frequently Asked Questions
How long does a recruiter spend looking at a resume?
Recruiters typically spend 6-10 seconds on an initial scan. They look for job title relevance, company names, and whether the most recent role is at the right level for the position.
What do recruiters look for first on a resume?
Most recruiters look first at your most recent job title and company, then check dates for gaps or progression, then assess whether the experience level matches what they need.
Should I include a summary at the top of my resume?
Yes, for experienced candidates. A 2-3 sentence summary that speaks directly to your target role helps recruiters understand your value instantly.
How many bullet points should each job have?
3-5 bullets for recent roles, 1-2 for older ones. Each bullet should describe an accomplishment or outcome, not just a task or responsibility.
Most candidates accept the first offer they receive because they are afraid of losing it. In my experience, that fear is rarely warranted. Employers expect negotiation. The initial offer is almost always a starting point, not a final number. Hiring managers typically have a range approved before they make a call, and they rarely rescind an offer because a candidate asked a reasonable question about compensation.
The single most effective negotiation tool is market data. Not what your friend earns or what you think you deserve, but documented salary ranges from sources like Glassdoor, LinkedIn Salary Insights, and Levels.fyi for technical roles. When you anchor your ask to external data rather than personal need, you reframe the conversation from “I want more” to “the market rate for this role is X, and I am asking for X.” For more on this, see our guide on salary vs. equity.
Total compensation is another area where candidates consistently leave value on the table. Base salary is one component. Signing bonus, annual bonus targets, equity vesting schedules, vacation time, remote work flexibility, professional development budgets, and health benefits all carry real monetary value. Before you accept or decline an offer, calculate the full package across at least two years to get an accurate picture of what you are actually being offered.
The timing of your negotiation conversation matters. The moment of highest leverage is after you have received an offer and before you have accepted it. Once you accept, your leverage drops significantly. During that window, approach the conversation collaboratively rather than adversarially. Something as simple as “I am really excited about this role and I would love to make this work, could we talk about the base?” signals enthusiasm while opening the door to dialogue. For more on this, see our guide on negotiate a job title and why it matters more than you think.
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