How to compare job offers: pay, schedules and costs

First clarify: gross or net?

Gross pay is before deductions; net pay is after applicable deductions. Do not compare them directly. Take-home pay depends on the country, tax status and individual circumstances, so a universal conversion percentage is inappropriate.

For a range, ask what determines your position within it: experience, probation, shifts or bonuses. Clarify guaranteed base pay separately. 'Up to' does not mean every employee receives the maximum.

Compare hourly and monthly pay through hours

For an initial estimate, multiply the hourly rate by the agreed number of paid hours. Compare the same type of amount, such as gross with gross. Do not treat an assumed full month as guaranteed: calendars, shifts and payment conditions vary.

For monthly pay, ask which schedule it covers. Compare overtime, night shifts and bonuses separately. Listings can use different pay periods, so always read the unit in the actual vacancy.

The schedule is part of the offer

Ask about a typical week: days, shift start and finish, breaks, days off and schedule changes. Clarify whether hours are guaranteed and how shifts are communicated. 'Full-time' alone does not explain the working pattern.

Think about travel and rest between shifts. Two jobs with equal pay can demand very different amounts of your time. For remote work, clarify time zones, equipment and any requirement to visit an office.

Housing, travel and other costs

If relocating, ask about housing costs, deposits, room sharing, utilities and whether accommodation depends on employment. 'Housing provided' does not necessarily mean free housing. Clarify any salary deductions and their basis.

List your own expenses separately: commuting, moving, food and communication. Do not call the remaining budget tax net pay; it is your budget after selected expenses. Check official destination-country sources for permission to work.

• Housing price, deposit and move-out terms.
• Who pays for travel and equipment.
• One-off costs versus monthly costs.
• Obligations if the job ends early.

Confirm important conditions in writing

Ask for written confirmation of pay, schedules, workplace and key expenses. Your Europe explains that EU employment terms must be provided to workers in writing; specific rules and deadlines depend on the applicable legislation.

Do not replace contract checks with a message promising good conditions. Compare the legal employer, workplace and terms with the vacancy. Clarify last-minute changes before deciding. Seek qualified or official advice for disputed conditions.

Make a short comparison before applying

Record the same fields for each offer: base pay, period, gross/net, hours, shifts, housing, travel, required documents and unanswered questions. Mark unknowns as unknown; do not fill gaps with optimistic assumptions.

Use CVHOLD filters to narrow the search, then read the full vacancy. MatchScore compares requirements with your CV, but it does not assess your personal budget, schedule preferences or future relationship with the employer. Those decisions remain yours.

• Pay period and pay type are comparable.
• Guaranteed pay is separate from bonuses.
• Main costs and schedules are clear.
• Unclear conditions are written down as questions.