How to Evaluate an IT Job Offer: Beyond the Salary

The short answer

An offer is not just a salary, it is a package. Two identical numbers can mean different take-home pay, different growth and different risk. Before deciding, answer the questions in six areas: company, money, team and stack, growth, workload and format, contract.

1. Company type

The type of company shapes your tasks, pace and stability.

No type is better than the others. The question is what you need at this stage: experience, stability, depth or influence.

2. Money: what exactly is offered

• Gross or net. Ask whether the figure is before or after tax. Compare offers on the same basis only.
• Employment form. Employment contract, contract with a sole proprietor or self-employed person, or a contract with a foreign company — this affects taxes, social guarantees and who pays them.
• Currency and payment method. Which currency the amount is fixed in, what exchange rate applies, how and where the money arrives, whether there are fees.
• Payment schedule. How many times a month and on which dates. Past delays are a reason to ask directly.
• Variable pay. Bonuses and options: what they depend on, who decides, whether they were actually paid to the team before.
• Reviews. How often salary is reviewed and on what criteria.

3. Team and stack

You will spend most of your time with these people and technologies.

• Who will be your manager and how is work evaluated?
• Are there more experienced developers you can learn from?
• What is the stack and how current is it? How much legacy code is there?
• Is there code review, testing, CI/CD, documentation?
• Why is the role open: team growth or a replacement?

Ask to meet your future teammates — a normal request at the final stage.

4. Growth

• Is there a clear grade matrix or level descriptions?
• How does moving from junior to middle and beyond work?
• Does the company pay for training, courses, conferences?
• Can you switch projects or direction over time?

If the answer about growth is vague, assume there is no growth system yet.

5. Workload and format

• Working hours. Official versus real: is there overtime and how is it compensated?
• On-call. Is there on-call duty, how often, and is it paid?
• Remote work. Fully remote, hybrid or office. Is it written into the contract or can management change it?
• Time zones. If the team is abroad, which hours must you be available?
• Equipment. Do they provide a laptop, and who pays for internet and workspace?

6. Probation and contract

• Probation: length, pay during it, criteria for passing. Probation terms are governed by labour law; check that the conditions comply.
• Duties and job title in the contract match what was discussed in interviews.
• NDA and non-compete: what is restricted after you leave and for how long.
• Code ownership: whether you can keep pet projects and contribute to open source.
• Termination terms: notice period on both sides.

Ask for any verbal promises that matter to you to be put in writing, at least in the offer email.

How to compare two offers

1. Bring money to one basis: monthly net in one currency.
2. List pros and cons for each area.
3. Mark 2-3 criteria that are critical for you right now.
4. Decide by the critical criteria, not by the total count of pros.

Common mistakes

• Comparing one company's gross with another's net.
• Not asking about payment dates and method.
• Trusting verbal promises of a quick promotion.
• Accepting the offer on the same day under deadline pressure.