Head of Compensation

📋 Description

• Own comp architecture — write the new playbook from the ground up, questioning assumptions in
• Own burn rate & multi-year equity model — manage refresh grants, dilution, burn rate against
• Business partnership — be the person leaders call in tough comp situations: competing offers
• Build AI-first: define requirements for market data ingestion, pay equity analysis, and self-serve
• Annual and off-cycle comp strategy — merit philosophy, equity refresh design, budget modeling.
• Executive and board-level comp support — materials for compensation committee, executive offer

🎯 Requirements

• 10+ years in compensation with real ownership of comp strategy and structure at a growth-stage
• Rebuilt or meaningfully overhauled a comp function or framework before (leveling, market pricing
• Deep fluency with modern comp tools and data sources (market pricing platforms, pay equity
• Track record designing comp structures that are defensible, explainable, equitable
• Track record navigating tense comp conversations (comp disputes, promotion denials, retention
• Ability to work closely with Talent Acquisition, Finance, and business leaders

🎁 Benefits

• Annual cash bonus plan
• Variable compensation (OTE) for sales and customer success roles
• Equity
• Sign-on payments
• Comprehensive range of health, welfare, and wellbeing benefits
• Support for AI fluency and responsible use of AI