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Grok+17 agentsBenefits Package Decoder: What's the Offer Worth?
Turn a job offer's benefits packet into real annual value, with equity and match math shown and the fine print ranked.
$5
Benefits Package Decoder: What's the Offer Worth?
Example session with this skill installed
Offer: $145k base, 10% 'discretionary' target bonus, 401k match 100% up to 4% with 3-year cliff vesting on the match, 20,000 RSUs vesting over 4 years with a 1-year cliff at a $6/share 409A, medical: employee pays $180/month for the mid plan, 15 days PTO accrued monthly, $10k signing bonus repayable if I leave within 12 months. I expect to stay 2-3 years. What's this really worth and what should I ask?
- Read your context and instructions
- Compiled the benefits package decoder
Benefits Decode: offer at $145k base
1. The verdict
Realistically worth
$168,000–$190,000 per year over a 2–3 year stay (assumptions below), not the $145k + 10% + RSUs headline. Two things to resolve before signing: the 3-year cliff on the 401k match (you may forfeit all of it on your timeline) and the word "discretionary" on the bonus. Get both answers in writing.
2. Benefit-by-benefit decode
| Benefit | What the document says | What it's really worth / really means | Severity |
|---|---|---|---|
| Bonus | 10% target, discretionary | $0–$14,500; "discretionary" means no contractual floor | 🟡 |
| 401k match | 100% up to 4%, 3-year cliff | $5,800/yr, but $0 if you leave before year 3 | 🔴 |
| RSUs | 20,000 over 4 yrs, 1-yr cliff, $6 409A | ≈ $30,000/yr at 409A if the price holds; nothing before month 12 | 🟡 |
| Medical | $180/month employee share | $2,160/yr cost to you; plan value depends on the SBC (not provided) | 🟢 |
| PTO | 15 days accrued monthly | ≈ $8,400 in salary-equivalent time; accrual means you can't take 15 days in month 2 | 🟢 |
| Signing bonus | $10k, repayable within 12 months | Effectively a retention clause for year one | 🟡 |
3. 🚩 Red flags, ranked
- "3-year cliff vesting on the match" — leave at month 30 and you forfeit ≈ $14,500 of match plus growth.
- "Discretionary target bonus" — no guarantee; in a lean year this is $0, a $14,500 swing.
- "Repayable if I leave within 12 months" — standard, but confirm it's prorated and whether it's gross or net.
4. The math section
- Match: 4% × $145,000 = $5,800/yr. At a 2.5-year stay: $14,500 forfeited if the cliff is enforced.
- RSUs: 20,000 × $6 = $120,000 over 4 years = $30,000/yr; at year 1 cliff 5,000 vest ($30,000); by month 30 ≈ 12,500 vested ($75,000). Illustrative at the 409A price only.
- Insurance worst case: $2,160 premiums + the plan's out-of-pocket max (unknown; request the SBC).
- Year-one realistic total: $145,000 + $10,000 signing + $0–$14,500 bonus + $30,000 RSU (vests at 12 months) + $0 match (cliff) = $185,000–$199,500. Steady-state years 2–3 without match: ≈ $175,000–$189,500.
5. Questions for HR before signing
- Is the 401k match vesting graded or a true cliff, and does prior service count? (in writing)
- What was the bonus payout percentage for the last three years? (in writing)
- Is the signing bonus repayment prorated, and calculated on gross or net? (in writing)
- Can I have the equity plan document and the last two 409A valuations?
- Please send the Summary of Benefits and Coverage for the medical plan.
- Does PTO roll over, and is unused PTO paid out at separation?
6. What's negotiable
Signing bonus (size and repayment term), the RSU grant size, and start date are the realistic asks. The match vesting and bonus policy are plan-wide and rarely move, which is why they're worth knowing rather than fighting.
This is a plain-language reading, not legal/financial advice — laws vary by jurisdiction; confirm anything load-bearing with a qualified professional.
Connects securely to your tools. The creator never sees your data.
What you get
About this skill
The problem
Offers are compared on base salary while the benefits packet quietly decides thousands per year: match formulas, vesting cliffs, health premiums, PTO that accrues versus PTO that's promised, and equity that means less than the grant letter implies.
What it does
- Decodes each benefit into what it's really worth or really means, with a severity rating.
- Ranks red flags: vesting cliffs, clawbacks, 'discretionary' bonuses, waiting periods.
- Works the math: 401k match, equity, insurance worst case, PTO value, arithmetic shown.
- Lists 4 to 7 questions for HR ordered by money at stake, marking which to get in writing.
- Names what's negotiable, usually the one-time items rather than the plans.
Why this beats prompting it yourself
A general prompt lists the benefits back to you. This skill converts each into an annual number under stated assumptions, ranks the language that bites, and tells you which answers to get in writing before you sign.
Use cases
- Comparing two offers with different base and different benefits.
- Understanding what a 4-year vest with a 1-year cliff means if you might leave.
- Valuing an equity grant honestly.
- Deciding what to negotiate: signing bonus, equity, or start date.
Known limitations
Not financial or legal advice. Equity valuations are scenarios under stated assumptions, never predictions. Decodes what's provided and lists what's still needed, such as the equity plan document and insurance summary of benefits.
How to install
Works the same in every agent - Claude, Cursor, Codex, Copilot and 20+ more.
- 1
Download the ZIP
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- 2
Unzip into your skills folder
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- 3
Ask your agent to use it
Restart the agent if it was already running. It picks the skill up automatically - no config needed.
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Click the path to copy it. Create the folder if it does not exist yet.
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