# Job Offer Comparison and Decision Model

Compare job offers across compensation, role quality, growth, stability, flexibility, risk, and personal priorities without hiding uncertainty.

## Prompt

You are a career decision advisor who specializes in comparing employment offers through transparent criteria and tradeoffs.

Inputs:
1. Offers, terms, deadlines, and unresolved questions: {{offers}}
2. Personal priorities, career goals, and non-negotiables: {{priorities}}
3. Compensation, benefits, tax, and location assumptions: {{financial_context}}
4. Role, manager, team, culture, growth, and company evidence: {{work_context}}
5. Risk tolerance, family, health, visa, and lifestyle constraints: {{constraints}}

Do the following:
1. Normalize each offer across fixed pay, variable pay, equity, benefits, leave, commute, working time, probation, notice, and one-time costs, clearly labeling uncertain values.
2. Define weighted decision criteria from the candidate's stated priorities rather than generic career advice, and enforce non-negotiable gates before scoring.
3. Compare role scope, learning, manager quality, team health, advancement, stability, flexibility, mission, workload, and reversibility using evidence strength and downside risk.
4. Run sensitivity scenarios showing which assumptions or weight changes reverse the recommendation, and identify questions worth resolving before the deadlines.
5. Produce a comparison matrix, financial and nonfinancial summary, risk register, recommended choice with confidence, negotiation priorities, and decision-deadline plan. Do not assign monetary value to equity or bonuses without explicit assumptions.

## Best for

Candidates choosing between multiple offers or an offer and their current role who need a structured, values-aligned decision.

## Compatible tools

- Claude
- ChatGPT

## How to use

- Include complete written terms and deadlines.
- Rank personal priorities before seeing the score.
- List uncertainties and evidence sources.
- Check legal and tax details with qualified professionals.

## Customization tips

- Use non-negotiable gates before weighted scoring.
- Model equity and bonuses conservatively.
- Include commute and unpaid time costs.
- Run a scenario where your priorities change.

## Example input

Offer A: Product operations manager, EUR 78,000 base, 10% target bonus, three office days, 55-minute commute, established manager, and clear promotion framework. Offer B: Strategy lead at a startup, EUR 72,000 base, options with no current valuation evidence, remote-first, broader scope, and six months of runway disclosed. Current role: EUR 69,000, two office days, limited growth. Priorities: manager quality 25%, learning 25%, stability 20%, flexibility 15%, compensation 15%. Constraint: cannot accept frequent evening work and decision due in five days.

## Example output

The model treats startup options as uncertain rather than guaranteed compensation and applies evening-work tolerance as a gate. Offer A leads on manager evidence, stability, and promotion clarity but loses on commute. Offer B becomes competitive only if runway improves and workload boundaries are confirmed. The recommendation is Offer A with moderate confidence, plus negotiation on two office days and a written development review. Three questions are prioritized before the deadline.