One advert gives an annual salary, another an hourly rate, and a third says the amount is pro rata. Ranking those numbers as they stand can produce a misleading shortlist. First establish what each figure measures.
Ask for the contracted hours, pay period and whether the stated amount is full-time equivalent or the actual amount for the offered schedule. Clarify whether overtime, variable payments or allowances are included. Local employment and tax arrangements differ, so keep the comparison separate from assumptions about take-home pay.
| Question | Why it matters |
|---|---|
| What hours does the figure cover? | A larger salary may cover a longer working week. |
| Is any part variable? | A possible bonus is different from guaranteed base pay. |
| What does pro rata mean here? | The advertised full-time figure may not be the amount paid for the offered hours. |
| Are breaks paid? | The time on site and paid time may differ. |
For a simplified fictional calculation, an annual base amount of 30,000 divided by 52 weeks and 37.5 contracted hours gives about 15.38 per contracted hour. This is a comparison tool, not a payslip calculation; leave, overtime rules, deductions and other terms need separate attention.
Put the figures beside practical costs and benefits you can verify. Travel time, required attendance and predictable scheduling may affect whether the role fits your life. Do not invent a cash value for a benefit you are unlikely to use.
If an answer is unclear, request written clarification before accepting. A good comparison sheet can include an unknown column. That is more honest than converting every uncertainty into a number and treating the largest total as the best offer.