Compensation Specialist

What We're Looking For

At a company scaling this fast, compensation is a modeling problem before it's an HR problem, and we're looking for someone who treats it that way.

This is a build role. You'll own compensation philosophy, incentive and equity design, and the models and tools the business actually runs on: market research turned into clear recommendations, offer and leveling frameworks that People and Finance reach for, and fast, defensible answers in the moments that matter: performance cycles, offer decisions, retention calls.

If your background comes from strategic finance, FP&A, analytics, or compensation built on real modeling, and you'd rather build the model than hand it off, keep reading.

What You'll Do

• Own the model. Build and maintain the comp and equity models, ranges, and scenario tools the company runs on, including cash-versus-equity tradeoffs. You build these yourself.
• Own the cycles. Run annual and off-cycle comp planning end to end: strategy, budget, execution. Stay hands-on through the last approval.
• Turn market data into decisions. Benchmark relentlessly against the AI, infrastructure, and tech companies we compete with for talent, using Radford, Pave, OpenComp, Levels.fyi, or similar. Ship guidance, not raw data.
• Build tools people use. Develop offer decisioning, leveling guidance, and performance-cycle resources that cross-functional teams rely on to move faster and with more confidence.
• Support performance cycles. Keep comp inputs into review and calibration accurate, consistent, and tied to strategy.
• Run it like a data function. Build reporting and dashboards that surface pay equity, offer competitiveness, and retention risk, so decisions get smarter over time.

What You'll Need

• 3+ years in compensation, strategic finance, FP&A, analytics, or a comparably quantitative role, with real ownership of comp planning and the models behind it
• Proven ability to drive compensation planning in step with business and People strategy,  come ready to walk through specifics
• Strong modeling and analytical skills: you build and maintain complex comp and equity models and translate the output into clear recommendations for senior leaders
• A track record using market data (Radford, Pave, OpenComp, Levels.fyi, Mercer, or similar) to benchmark and calibrate pay
• Experience partnering with cross-functional stakeholders, with deep knowledge of at least one competitive talent market (AI, infrastructure, tech, or similar)

Nice to Have

• Background in AI, cloud/infrastructure, or data centers
• Equity and incentive design experience, including private-versus-public equity frameworks and the modeling that pre-IPO scaling demands
• Experience operating inside a rapid-scaling, pre-IPO environment, and a firsthand sense of how comp breaks and gets rebuilt at each stage