Work & Career

Stay or Switch

A raise looks great until you factor in the longer commute, worse insurance, and no 401(k) match. Compare the real numbers before you decide.

// Compare Total Compensation

Fill in what you know. Leave anything blank if it doesn't apply. The tool calculates total compensation — not just base salary.

Current Job
New Offer
Annual Salary (base pay)
Health Insurance (your monthly premium)
401(k) Employer Match ($/year they contribute)
PTO Days Per Year (vacation + sick + personal)
One-Way Commute (minutes)
Monthly Commute Cost (gas, transit, parking, tolls)
Bonus / Variable Pay (expected annual)
// Should I Be Looking?

Even without another offer, these signs tell you it might be time to start exploring. Be honest.

0 / 12
red flags
// Before You Switch — Try Fixing It First
The Negotiation Option
Before you accept a new offer, consider whether a conversation with your current employer could solve the problem. Many people leave jobs that were fixable because they never asked.

Ask for a raise: "Based on my performance and market research, I'd like to discuss adjusting my compensation to [specific number]." Come with data — salary ranges from Glassdoor, Payscale, or levels.fyi. Cite specific accomplishments. Don't threaten to leave.

Ask for a promotion: "I've been doing [higher-level work] for [X months]. I'd like to discuss formalizing that with a title and compensation adjustment." Document the gap between your title and your actual responsibilities.

Ask for flexibility: Remote days, schedule changes, and role adjustments often cost the employer nothing but mean everything to you. "I'd be more productive with [specific arrangement]. Can we try it for 30 days?"

Timing matters: Ask during performance reviews, after completing a big project, or when the company is doing well. Don't ask during layoffs, budget cuts, or your first month.
// If They Counter-Offer
The Counter-Offer Trap
You resign. Your boss panics. They suddenly offer you more money, a promotion, or whatever you asked for months ago. Feels good, right? Be careful.

The statistics are brutal: Research consistently shows that 50-80% of people who accept counter-offers leave within 12 months anyway. Why?

The trust is broken. You showed your cards — they now know you were looking to leave. You may be quietly replaced over the next few months while they find your successor on their timeline, not yours.

Nothing else changed. The money was always there — they just didn't give it to you until you forced their hand. The boss, the culture, the ceiling, the commute — all the same. If money was the only problem, a counter-offer fixes it. If it wasn't (and it usually wasn't), you'll be right back here in 6 months.

When a counter-offer IS worth considering: Your boss genuinely didn't know you were unhappy, the issues are specifically addressable (not cultural), and the counter includes structural changes (new role, new team, new responsibilities) — not just money.
// What the Math Can't Capture
Not everything fits in a spreadsheet. After you compare the numbers, ask yourself these:

Am I learning? If you stopped growing 6 months ago, even a lateral move to a new company can restart your development curve. Stagnation is expensive — it just doesn't show up on a paycheck.

Do I respect my boss? People don't leave companies, they leave managers. A great manager at lower pay often beats a bad manager at higher pay for your career trajectory, mental health, and skill development.

What's the ceiling? A $48K job with a path to $70K in 2 years beats a $52K job that tops out at $55K. Ask the new employer: what does growth look like? Where do people in this role go after 1-2 years?

What's my gut saying? After all the math, your instinct matters. If the new opportunity excites you and the current one drains you, that feeling has real value. If the new offer scares you but the current job is comfortable, that might mean you're about to grow.

Would I take my current job if it were the new offer? If someone offered you your current job today — same pay, same boss, same everything — would you take it? If not, you already have your answer.
// Common Questions
Note: This tool compares compensation in simplified terms. Tax implications (different states, brackets), equity/stock options, and non-monetary benefits vary widely. For major career decisions, consider talking to a career coach or financial advisor. See also: Laid Off? Now What | Interview Prep | Resume Starter