Separate written proposals from assumptions
For each role, record title, employer, place, starting date, contract type and duties. Identify what appears in writing, what was said at interview and what remains to confirm.
Request missing details in writing: hours, travel, possible remote work, trial period, reporting line and success criteria. Read our contract guide before signing.
Compare what pay actually changes
Compare fixed gross pay for the same period. Separate guaranteed bonuses, conditional variable pay, benefits and expense reimbursements. Check variable-pay conditions and when it becomes payable.
Then estimate recurring transport, meals, equipment, childcare or accommodation costs for each role. Higher pay can become less attractive if costs and occupied time increase substantially.
Model an ordinary working week
Put start and finish times, door-to-door commuting, business travel and attendance days in a calendar. Include childcare constraints and recovery time needed.
Ask the team about busy periods, expected independence, tools and organisation during the first months. These details often determine whether the role is sustainable.
Examine learning and stability
Ask how induction works, who supports you and which skills you can develop. Compare concrete progression possibilities without treating a vague promise as guaranteed.
Examine the contract type, employer activity and available public information. If a criterion is decisive, ask how it will be formalised.
Choose through your priorities
Classify criteria as essential, important or preferred. First exclude offers failing an essential. For the others, record available evidence and open questions without turning the table into a pseudo-scientific score.
Agree a realistic response date with each recruiter. You can request a short period to compare documents. Confirm your decision clearly and keep a copy of the agreed conditions.
| Criterion | Ask for each offer | What may change the decision |
|---|---|---|
| Pay | Fixed gross pay, variables and conditions | Guaranteed versus uncertain components |
| Organisation | Actual schedule, breaks, places and remote work | Compatibility with personal constraints |
| Commuting | Exact address, attendance and reimbursements | Time and remaining cost |
| Induction | Tutor, equipment and initial objectives | Conditions for learning and succeeding |
Compare two offers consistently
Gather written conditions, hours, travel, expenses and induction resources for two offers. Classify criteria as essential, important or preferred.
- Before using the result
- Do not record a promise as guaranteed; confirm information capable of changing the decision.
- What to prepare
- A documented comparison and a precise question for each missing detail.
This is an editorial exercise to adapt to your circumstances. It is not an assessment, certification or administrative decision.
Frequently asked questions
Can I ask for conditions in writing before accepting?
Yes. Requesting essential information helps both parties avoid misunderstandings.
Should I choose the highest salary?
Pay matters, but compare expenses, hours, duties and stability against your priorities.
What if one offer arrives before another?
Request a precise response period from the first employer and a decision date from the second without promising what you cannot deliver.
Sources and editorial method
The linked official resources support the factual points. The workflow, sample prompts and exercises are editorial suggestions. Sources may be in French.