Vice President of Compensation Strategy

This is a Full Time Job

Owns compensation strategy and execution for the company's AI/ML, product, and technology organizations – the highest-stakes, most competitive talent pools in the business. Partners with engineering and product leadership, recruiting, and Total Rewards leadership to design pay structures that win and retain talent in an AI labor market where comp packages move fast and get very large, very publicly.

Responsibilities include but are not limited to:
• Compensation strategy for tech/AI orgs: Design base, bonus, and equity structures for ML research, applied AI, and core engineering/product roles, including specialized retention and sign-on packages for high-demand AI talent
• Market intelligence: Track fast-moving AI comp benchmarks (base salary inflation, mega equity grants, competitor offer data) and translate that into internal guidance before the market moves again
• Leveling & career frameworks: Refine and maintain job architecture and leveling guides for technical ladders (IC and management tracks) that hold up as roles evolve quickly
• Executive & critical-talent comp: Structure offers and retention packages for senior technical leaders and other business-critical hires, including complex negotiations
• Equity strategy: Partner with Legal/Finance on equity plan design, refresh grant strategy, and dilution management specific to tech talent pools
• Cross-functional partnership: Act as the trusted comp advisor to engineering/product VPs and recruiting leaders – fast turnaround on offer construction, counter-offer strategy, and internal equity checks
• Program governance: Ensure pay equity, compliance, and consistency across the technical org as it scales, while staying flexible enough to move at hiring speed

Basic Qualifications
• 12 years in compensation, with meaningful time designing comp for AI/ML or high-growth technical orgs at a large or high-growth tech company
• Direct experience with the current AI talent market – comfort with unconventional, large, or fast-negotiated packages
• Strong quantitative/analytical background; fluent in comp modeling, market data tools (Radford, Aon, etc.), and equity mechanics

Additional Qualifications
• Track record advising senior technical and product leaders directly, not just running programs from a distance
• Executive presence – able to say no to a VP or push back on a comp ask with data, not just process