Job 2: +14.29%
Job 3: -18.75% / 23.08% / 25.00% (Motionloft... let's just say Mills and Garrison were full of shit and it took a while for me to get what had been promised initially)
Job 4: 25.00%
Job 5: 8.00%
Job 6: 31.11%
Job 7: 2.64% (back to employer #5, so about 35% over that)
I know everyone likes to look at total comp, but especially if you're looking at smaller companies the non-cash stuff is often worthless. Even when the non-cash stuff is valuable, the extra base pay helps. For example: ESPP purchases by law can be at most 15% of your pay, 401k matching and profit sharing may be a percentage of your base pay, and so-on. Technically total 401k contributions may be limited by your salary, but this only comes into play if you're making around $50,000 annually in a job where your employer is willing to make very generous contributions.
This last time around though I traded some cash (base and signing) for RSUs because the company is large and publicly traded. Total comp while the RSUs vest is a bit north of $200k, but once the RSUs vest my take home will definitely take a hit. The sad part is that this company was willing to authorize a heft hike in base pay over my previous gig... but for the fact that I was a rehire. The didn't give a crap how much I was making at the previous gig, they cared how much they were paying me previously. Lesson learned: always go for the cash. Always.