一个基本工资高，一个签字费给得多但只发一次；一个 RSU 上市可卖，一个期权四年归属还不知道值不值钱。这种情况下凭感觉比，比的其实是「哪个数字看起来大」。 工具把两边折成同一口径：第一年真实到手、以及三年累计（因为签字费只发一两次，第一年的优势第二年就没了；而股票四年匀速归属，第一年只兑现四分之一——只比第一年，这两种结构都会算错）。 最关键的一栏是股票折算比例，它没有标准答案但有诚实的思路：早期未上市公司的期权，先按 0 算一遍。如果这个 offer 只有在股票值钱时才划算，那它就不是一个好 offer。把那一栏改成 0 再跑一次，是这个工具最有用的用法。$2 解锁三年逐年现金流表、期权与 RSU 的税务差异提示、以及拿这张表去谈判时该改哪一项。One offer has the higher base; the other pays a large signing bonus once. One grants marketable RSUs, the other options over four years that may be worth nothing. Compared by feel, you're really just comparing which number looks bigger. This puts both on one basis: real year-one take, and the three-year total — because a signing bonus's advantage evaporates in year two, and equity vesting over four years only delivers a quarter in year one. Comparing year one alone gets both structures wrong. The decisive field is the equity discount. There's no correct answer, but there is an honest approach: for early-stage options, run it once at zero. If the offer only wins when the equity pays off, it isn't a good offer. Setting that field to zero and re-running is the most useful thing this tool does. $2 unlocks a year-by-year cash-flow table, the tax differences between options and RSUs, and which line to push in negotiation.
三年逐年现金流表（含归属节奏与签字费返还条款的影响）+ 期权与 RSU 的税务差异提示 + 拿这张表去谈判时该优先改哪一项（不同项目的松紧度差别很大）+ 除了钱之外的六项加权评分表。A year-by-year cash-flow table including vesting cadence and signing-bonus clawback, the tax differences between options and RSUs, which line to push first in negotiation (they are not equally negotiable), and a weighted scorecard for the non-monetary factors.
本工具做算术，不是财务、税务或职业建议。计算按你输入的数字与明示的简化假设：股票按四年匀速归属、不考虑归属悬崖的具体安排、不考虑行权成本与税、不考虑股价变化、不考虑奖金实际发放比例可能低于目标值、不考虑签字费返还条款。生活成本差额由你自行估算。真实到手还取决于社保公积金基数、个税与各类扣除，这些未纳入计算。重大决策请结合合同原文与专业意见。你填写的内容不入库。This does arithmetic. It is not financial, tax or career advice. Figures follow your inputs and stated simplifications: equity vests evenly over four years, cliff arrangements are ignored, exercise costs and taxes are excluded, share-price movement is ignored, bonuses are taken at target rather than actual, and signing-bonus clawbacks are not modelled. Cost-of-living differences are your estimate. Actual take-home also depends on social insurance, income tax and deductions, none of which are included. Rely on the contract text and professional advice for significant decisions. Nothing you enter is stored.