Question 1

How do I compare two job offers fairly?

Accepted Answer

Compare total package (base + super + bonus + benefits), growth (title path, who you'll learn from), day-to-day (team, commute, remote) and risk (company stage, tenure of the manager). Our tool scores each side-by-side.

Question 2

Which matters more — salary or growth?

Accepted Answer

Early career, growth usually wins — a better manager and steeper learning curve compound. Mid to senior, salary and total comp matter more because the growth curve flattens.

Question 3

How do I factor in benefits like KiwiSaver and leave?

Accepted Answer

Turn them into a dollar number. 3% employer KiwiSaver on an $100K salary is $3,000/year. A week of extra leave is roughly 2% of base. Add them to the headline salary.

Question 4

What red flags should I watch for when comparing jobs?

Accepted Answer

Vague role scope, recent leadership churn, the third interviewer doesn't know what you'd do day one, "fast-paced" used three times, and no one will put the salary band in writing.

Question 5

Can I compare a full-time and a contract role?

Accepted Answer

Yes — but normalise the contract rate. Multiply the hourly or daily rate by ~1,750 hours (allowing for leave and downtime), then compare against the full-time package.

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