Look beyond the headline hourly rate
Compare two job offers
Use the actual written offer. Compare paid time, travel and required spending, then discuss the conditions that numbers alone cannot capture.
What the calculation includes
Gross annual pay is hourly pay × entered paid hours × entered paid weeks. All hours use that one rate. Travel is a weekly cost, equipment is annual and employee benefit contributions are monthly. Gross pay less these stated costs is not take-home pay: taxes and payroll treatment are not calculated.
The time comparison divides gross pay by paid hours plus the unpaid commute you enter. It is a planning measure, not a legal wage calculation. Overtime, paid leave, tips, commissions, bonuses and employer benefit values are not inferred.
Compare the terms as well
- Guaranteed hours, shifts, location and travel expectations.
- Overtime policy, probation, training pay and pay-review dates.
- Benefits eligibility, waiting periods and employee contributions.
- Tools, uniforms, equipment ownership and reimbursement.
- Training repayment clauses and obligations if employment ends.
- Supervision, progression and a realistic first-month workload.
Use US Department of Labor worker resources for questions about pay rules. This tool compares your assumptions, not legal entitlements.