How to compare two job offers beyond salary

To compare two offers, place their terms side by side and assess each one based on what matters to you: compensation, working hours, contract, location, and work arrangement. Don’t decide based only on the advertised salary. First, check what each figure means and which terms are confirmed; then ask in writing about anything that’s missing.

1. Set your priorities before looking at the figures

Make a short list of the factors that matter most to you. For example, you might prioritize a stable contract, a schedule that works with your responsibilities, a short commute, or the option to work remotely. This is a suggested way to organize your thinking: the sources don’t provide an official method for assigning weight to factors or deciding which offer is better.

Distinguish between what’s essential and what’s desirable. This can help reduce the risk of letting an appealing advantage—such as a higher salary or the word “remote”—hide an important condition you don’t yet know. Don’t assume an offer is more stable, flexible, or suitable if those details haven’t been confirmed.

2. Gather the terms in a consistent format

Copy the details from each offer into the same categories. Note whether the information is in writing, was only mentioned verbally, or isn’t provided. This table is a practical suggestion for organizing your comparison; it doesn’t replace the formal offer or contract.

3. Compare compensation without mixing different types of information

Before comparing two amounts, check that they refer to the same things: pay period, whether the amount is gross or net, and number of payments. If any of this information is missing, don’t turn the figure into an estimate of net salary. The available sources don’t provide a method for calculating net pay or tax information to resolve differences between offers.

Ask what components are included in the advertised amount and which, if any, are listed separately. Don’t count an item as guaranteed compensation if it hasn’t been clarified. If an offer is from another country, avoid comparing amounts as though the contract terms and applicable laws are necessarily the same.

4. Consider the working hours, contract, and workplace

Note the hours and schedule provided, as well as the duration and type of contract when specified. If they aren’t provided, mark them as pending instead of making assumptions. The pages consulted provide information about job vacancies and countries, but they don’t give a comprehensive list of employment terms or allow you to interpret the legal content of a specific contract.

For listings that mention telework, find out where you’re allowed to work from, whether there are in-person days, and whether you must live in a particular location. The label alone isn’t enough to conclude that you can work from any country. If the listing is international, also confirm which company would hire you and which labor laws would govern the contract.

5. Separate what’s confirmed from the questions that remain

SEPE pages provide guidance on job listings and job searching, but they don’t guarantee that the published conditions will be met. That’s why it’s a good idea to check the terms directly with the company and review the documentation before accepting. This recommendation doesn’t replace legal advice or interpret specific labor rights.

Example: two listings with incomplete details

Fictional example: Listing A advertises a higher annual amount and hybrid work, but doesn’t specify how many days you have to go to the workplace or how many payments the salary is divided into. Listing B advertises a lower amount, clearly describes the working hours, and specifies the workplace, but doesn’t explain the contract duration. You can’t simply conclude that A is better because of the figure or that B is better because it provides more details. The next step is to ask about the outstanding conditions and compare them with your priorities.

6. Decide using clear criteria, not a universal score

Once you have the answers, summarize each listing’s advantages, important conditions, and remaining uncertainties. You can return to your initial list and check which one better fits your priorities. If a difference still depends on information you don’t have, keep it visible: assigning a score or a numerical weighting would be your own organizational tool, not a method supported by these sources.

If the listing is connected to another country, don’t assume the same rules as in Spain apply. SEPE indicates that information about EURES vacancies may be governed by the labor laws applicable to the contract, and that the company is responsible for compliance. Confirm the country and applicable terms directly before accepting.