Offer Comparison Calculator
Two CTC numbers never tell the whole truth. Enter both offers, mirror each company's structure (bonus, basic %, PF, gratuity) and see which one actually pays more into your bank account every month (FY 2026-27 tax, best regime auto-picked per offer).
Offer A
Salary structure details
Offer B
Salary structure details
About you (applies to both offers)
The verdict
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| Line item | Offer A | Offer B | Gap |
|---|---|---|---|
| Annual CTC | — | — | — |
| Fixed pay | — | — | — |
| Bonus / variable | — | — | — |
| Employer PF (inside CTC) | — | — | — |
| Gratuity (inside CTC) | — | — | — |
| Gross taxable earnings | — | — | — |
| Best tax regime | — | — | — |
| Income tax (incl. cess) | — | — | — |
| Employee PF | — | — | — |
| Professional tax | — | — | — |
| Annual in-hand | — | — | — |
| Monthly in-hand | — | — | — |
| In-hand as % of CTC | — | — | — |
Gap = Offer B − Offer A. Each offer is shown under its best tax regime for FY 2026-27. HRA exemption and other 80C investments are not modeled, so fine-tune a single offer in the in-hand salary calculator.
Turn this into your personalized salary report
Full FY 2026-27 tax breakdown, New vs Old regime side by side, where every ₹100 of your CTC goes, and savings recommendations, as a designed PDF.
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CTC is a marketing number
Recruiters negotiate on CTC because it is the biggest number available: it bundles your fixed pay with variable pay you may never fully receive, the employer's PF contribution, and a gratuity provision you only see after five years. Two offers with the same CTC can differ by ₹10,000 or more per month in actual bank credit, purely because of how the package is structured.
The pattern to watch for: the "bigger" offer front-loads variable pay (often 10–20% of CTC), keeps basic at 50% (which raises PF deductions), and counts both employer PF and gratuity inside the CTC. The "smaller" offer with mostly fixed pay and PF on a capped basis can quietly win the monthly cash-flow race.
How this comparison works
Each offer runs through the same engine as our in-hand salary calculator: fixed pay is split into basic and allowances, employer PF and gratuity are removed from CTC if they are counted inside it, and income tax is computed under both the new and old regime (FY 2026-27 slabs, standard deduction, Section 87A rebate, surcharge and cess). Each offer is then shown under whichever regime pays you more, since the regime choice is yours to make each financial year, independent of the employer.
Use the structure details on each card to mirror the actual offer letters: variable pay, basic percentage, whether PF is on full basic or the ₹15,000 statutory cap, and whether gratuity is inside the CTC. The verdict updates live.
Frequently asked questions
How do I compare two job offers with different CTCs?
Ignore the CTC headline and compare monthly in-hand. Enter each offer’s CTC, then mirror its actual structure: variable pay, basic %, whether employer PF and gratuity sit inside the CTC. Two offers ₹2L apart on paper can land within a few thousand rupees of each other in the bank.
Why does an offer with a higher CTC sometimes pay less in-hand?
Because CTC can be padded with money you never see monthly: a large variable/bonus component, employer PF, and gratuity provision. A ₹16L CTC with ₹3L variable and PF+gratuity inside can pay less per month than a ₹14.5L offer that is mostly fixed pay.
Should I count bonus and variable pay when comparing offers?
Count it, but treat it as at-risk money. This calculator includes it in annual earnings (it is taxable when paid), but the monthly in-hand figure is what hits your account every month regardless of performance ratings. If you depend on a fixed monthly cash flow, compare offers with the bonus set to 0 as a stress test.
Do both offers have to use the same tax regime?
No. Your regime choice is yours, not your employer’s, and you pick it each financial year. This calculator independently picks whichever regime (new or old) yields the higher in-hand for each offer, so every offer is shown at its best.
What should I compare beyond in-hand salary?
ESOPs/RSUs and their vesting, joining bonus and clawbacks, appraisal cycles, health insurance quality, notice period, and NPS or meal-card benefits. None of these are modeled here. This tool settles the cash question so you can negotiate the rest with a clear baseline.