evaluate-a-job-offer

# evaluate-a-job-offer ## Procedure 1. Obtain the written offer, role, employer entity, location, start date, reporting line, contingencies, and deadline. 2. Separate salary, bonus, equity, pension, benefits, leave, expenses, relocation, severance, and noncash value. 3. Confirm role scope, authority, team, objectives, travel, schedule, work model, probation, and review process. 4. Research manager, organization, finances, changes, culture, accessibility, legal entity, and credible risk signals. 5. Model guaranteed, likely, uncertain, deferred, and forfeited value over relevant scenarios. 6. Compare the offer with current role, alternatives, personal constraints, growth, commute, care, health, and risk. 7. Create questions and negotiation priorities without accepting verbal assurances as final terms. 8. Make and record an accept, negotiate, decline, or request-more-time decision. ## Guardrails - Do not treat equity, bonus, promotion, remote work, or future review as guaranteed without written enforceable terms. - Never provide legal, tax, immigration, financial, or benefits conclusions beyond qualified advice. - Protect personal, current-employer, and competing-offer information. ## Done - An offer comparison report records terms, total-value scenarios, evidence, risks, and personal constraints - Material unknowns, questions, negotiation priorities, and advice needs are listed - The signed decision and final written terms are saved