Compensation & Equity Expert – Total Rewards

Job not on LinkedIn

🔥 8 minutes ago

🇺🇸 United States – Remote

💵 $50 - $200 / hour

⏳ Contract/Temporary

🟡 Mid-level

🟠 Senior

👻 Ghost score 20%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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Weekday (YC W21)

WebsiteLinkedInAll Job Openings

11 - 50 employees

Founded 2021

💼 Consulting

👥 HR Tech

☁️ SaaS

Consulting • HR Tech • SaaS

Weekday is a modern recruitment platform that combines AI technologies with a vast database of potential candidates, aiming to streamline the hiring process for companies in India. They offer various services, including a proactive outreach approach that helps employers connect with top talent, as well as tools for candidates to easily apply for jobs. Weekday's emphasis on candidate engagement through multiple channels, including email, WhatsApp, and phone calls, sets it apart in the competitive landscape of recruitment agencies.

📋 Description

• Serve as a Total Rewards practitioner for one of the company's clients • Focus on compensation design and architecture and/or equity program management • Build and manage salary bands, leveling frameworks, and job architecture • Own annual compensation cycles, including merit planning, promotions, bonuses, and equity refreshes • Design incentive structures • Design and manage option and RSU programs, grant guidelines, equity pools, vesting structures, and refresh philosophy • Support 409A valuations, plan governance, and grant administration • Build compensation and equity models and communications for candidates and employees

🎯 Requirements

• Built salary bands, leveling frameworks, and job architecture from the ground up • Owned an annual compensation cycle: merit planning, promotion decisions, bonus programs, equity refresh • Benchmarked against a peer set and defended it to a skeptical executive team • Designed incentive structures that were simple, credible, and changed behavior • Designed option and RSU programs, including grant guidelines, pool planning, vesting structures, and refresh philosophy • Worked through 409A valuations, plan governance, and grant administration at a venture-backed company • Built modeling and communication to help candidates and employees understand equity value • Compensation philosophy, benchmarking methodology, pay equity, and pay transparency are valuable • Compensation design for a global or contractor workforce at scale is valuable • Benefits program design, HRIS, and compensation tooling are valuable • Executive compensation, plan governance, or equity through IPO readiness are valuable