Total compensation
Also called: total comp, TC, total reward
What total compensation actually includes
A typical European SMB total-comp package for a senior role:
- Base salary: contractually guaranteed cash.
- Variable pay: target bonus (annual or quarterly), tied to performance or company metrics.
- Equity: stock options or VSOPs (virtual stock options), typically with a 4-year vest.
- Benefits: pension contributions, health insurance top-ups, parental leave above statutory.
- Other: signing bonus (one-off), relocation, training budget, equipment.
Cash + equity is roughly 80-90% of the headline number; benefits round out the rest.
Why presenting total comp matters
Three concrete moves that improve offer acceptance:
- Show the calculated number, not just base. A candidate comparing “€80k base” to a competitor’s “€85k base” decides on the smaller number. Showing “€102k total comp” against the other offer‘s “€95k” changes the decision.
- Be explicit about volatility. A €90k base + €10k target bonus is not the same as €100k base. Candidates with prior bonus experience know this; first-time variable-comp candidates need it explained.
- Currency-equivalize for relocators. A €100k offer in Berlin vs. €100k in Munich is a different real-comp picture.
What “total comp” hides
- Equity is illiquid until the company has an exit. Treating €50k of options as €50k of cash misleads junior candidates.
- Benefits have personal value variance. Pension matters more to a 45-year-old than a 25-year-old; parental leave more to some than others.
Where Join fits
Offer drafts in Join present total compensation with each component itemized, so the candidate sees what they’re being offered and the math behind the headline. See the features page.
