Is this offer actually good? Let’s read it line by line
Send me the offer letter. I separate what’s guaranteed from what isn’t, compare the fixed part with the market and tell you where I’d push.
What usually gets in the way
“The CTC looks big, the in-hand doesn’t”
Employer PF, gratuity, insurance and variable pay all sit inside the headline number. The monthly credit is a surprise.
“I don’t understand the ESOPs”
Grants, vesting, cliffs, strike prices. Nobody explains what they might be worth or when you could ever sell them.
“They want an answer by Friday”
A deadline, two offers, or an offer and a counter from your current employer, and no time to think it through.
How we work through it together
- 01
Send me the letter
Upload the offer as a PDF or Word (.docx) file, or paste the numbers. I read the compensation table and the clauses around it.
- 02
I break it down
Fixed, variable, ESOPs, joining bonus, benefits, notice period and probation, each separated, with what’s guaranteed and what depends on someone else.
- 03
We decide what to ask
I compare the fixed pay with the market for your role and city, flag the clauses worth a question, and draft the reply.
What you leave with
A clear view of what you’re signing.
- A breakdown of fixed, variable, ESOPs, bonus and benefits
- A rough estimate of monthly in-hand pay, so the CTC stops misleading you
- Where the fixed pay sits against the market range for your role
- The clauses worth asking about: clawbacks, notice, non-compete, probation
- A reply email with your questions or counter, ready to send
You: Sending the offer letter. 32 LPA CTC. Is that good for a product manager in Bengaluru?
Zia: Read it. Fixed is 25, variable 4, the rest is PF, gratuity and insurance. The joining bonus is paid back if you leave inside 12 months.
You: And the ESOPs?
Zia: Four-year vesting with a one-year cliff, no strike price stated. I’d ask for it in writing. The fixed 25 is fair, not high. I’d push on fixed before ESOPs.
How to evaluate a job offer
Check these before you sign anything.
Separate guaranteed from conditional pay
Fixed pay is what you can count on. Variable depends on company and personal performance and is often paid below target. ESOPs depend on vesting, a liquidity event and the company’s value. A joining bonus is one-off. Compare offers on fixed pay first.
Work out the in-hand number
CTC usually includes employer PF and gratuity, and sometimes insurance, meal cards and allowances. After those, employee PF, professional tax and income tax, your monthly credit can be well below CTC divided by twelve. Ask HR for a monthly salary structure if it isn’t in the letter.
Read the ESOP terms, not just the count
Ask for the vesting schedule, the cliff, the strike price, the exercise window if you leave and how many shares exist in total. Without those, a number of options tells you very little.
Check the clauses around the money
Look for joining bonus clawbacks, the notice period you’re agreeing to, probation terms, relocation repayment and any non-compete or non-solicit. Check your contract and local law on how enforceable restrictive clauses are.
Ask for changes before you accept
Once you sign, your leverage drops. Ask your questions and make any counter in one clear email, and get the final terms as a revised letter.
What people ask
How do I calculate in-hand salary from CTC?
Start with CTC, remove employer PF, gratuity, insurance and any variable or one-time bonus, then subtract employee PF, professional tax and income tax. The exact result depends on your tax regime and salary structure, so ask HR for a monthly breakdown.
Is variable pay guaranteed?
Usually not. It depends on company and individual performance, and payouts below target are common. Treat it as upside unless the letter guarantees it.
Are ESOPs worth it?
They can be, but only if they vest, the company does well and there’s a way to sell. Ask for the strike price, vesting schedule and exit window, and don’t trade away fixed pay for options you can’t value.
What is a joining bonus clawback?
A clause that makes you repay some or all of a joining bonus if you leave within a set period, often 12 months. Read the exact terms before you rely on the bonus.
Can I ask for more after receiving the offer letter?
Yes. It’s normal to ask questions and counter before accepting. Be specific, give reasons, and keep it to one round if you can.
Send me the offer before you sign it.
I’ll read it line by line, tell you what’s guaranteed and draft the reply.