The salary is only the beginning of the offer.

Start with what is guaranteed

List base salary and any written guarantees separately from targets or projections. A target bonus is not a guaranteed bonus. If a recruiter quotes expected earnings, ask what assumptions produce that number and whether it includes a one-time payment.

Understand how variable pay is earned

Ask which factors determine the payout: individual production, team performance, firm results, discretion, or a formula. For commission-based roles, clarify the sales cycle, who supplies prospects, expenses you bear, and whether a draw is recoverable. Request the actual compensation plan before relying on a verbal summary.

Compare timing and conditions

Cash paid later can have conditions attached. Ask about vesting, deferral, repayment provisions, and treatment when you leave. Use a qualified professional to review contractual restrictions or repayment obligations that could materially affect your decision.

• When is each component earned, calculated, and paid?
• What happens if I join halfway through the performance year?
• What circumstances reduce, forfeit, or require repayment of the amount?

Build three scenarios

Compare a conservative year, a target year, and a strong year. Keep one-time incentives separate so they do not distort recurring income. Include benefits and work-related costs, but do not present a personal estimate as a firm commitment. Our earnings tool is a planning scenario, not an employer offer.