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AnonymousAnon
Comparing two offers where one has way better PTO and slightly lower base, how do people actually weigh that against just salary
#offers#salary
Offer A: slightly higher base, standard 15 PTO days. Offer B: about 6% less base, unlimited PTO that the recruiter swears people actually use, plus better parental leave. On paper I keep defaulting to the bigger number because it's the one thing I can put in a spreadsheet. Anyone have a real framework for pricing PTO and leave policy into a comparison instead of just going with gut feeling?
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AnonymousAnon I built a rough dollar value for PTO once: take your daily rate and multiply by the day difference, then add a buffer since unlimited PTO is usually used less than a real allotment in practice, people undertake it out of guilt. Parental leave is harder to price but weighs heavier long term if that's on your radar.