Backed by Accel, Bessemer and NEA.
About the role
We're hiring a Compensation Lead to build Perplexity's compensation function and own its day-to-day execution. You'll build the programs and processes that support how we hire, recognize, and retain people. You should be comfortable moving between program design and an individual offer, building longer-term structure while keeping today's decisions moving. The goal is a compensation approach that is competitive, financially sound, and clear enough for people to use, without adding unnecessary complexity. Found on 1752vc Careers, the job board for startup and VC roles.
What they're looking for
- Experience building compensation programs: You've established or substantially rebuilt compensation frameworks and processes with limited infrastructure, and stayed accountable for running them after launch
- Technical compensation depth: Hands-on experience with market pricing, salary ranges, cash and equity programs, compensation reviews, and individual pay recommendations
- Strong analytical judgment: You can build and audit models, reconcile imperfect data, and explain your assumptions. You know when a benchmark is a useful comparison and when it misses the role
- Ability to influence decisions: You can turn analysis into a clear recommendation, discuss trade-offs with leadership, and constructively challenge an approach that isn't working
- Independent, hands-on execution: You can set priorities, build a workable process, and manage urgent requests without losing progress on longer-term work. You're comfortable being both the person designing the program and the person checking the data
- Discretion and clear communication: You handle sensitive information carefully and explain compensation decisions in language that recruiters, managers, and employees can understand
More about this role
We're hiring a Compensation Lead to build Perplexity's compensation function and own its day-to-day execution. You'll build the programs and processes that support how we hire, recognize, and retain people.
You should be comfortable moving between program design and an individual offer, building longer-term structure while keeping today's decisions moving. The goal is a compensation approach that is competitive, financially sound, and clear enough for people to use, without adding unnecessary complexity.
Build the compensation foundation. Assess existing practices, data, and tools; prioritize the gaps; and develop recommendations on compensation philosophy, market positioning, and cash and equity guidelines.
Develop salary ranges and market benchmarks. Establish a consistent approach to pricing roles across functions and locations. Partner with People and business leaders on job scope and leveling, and explain where market data is useful or incomplete.
Own day-to-day compensation decisions. Be the primary partner for offers, promotions, pay adjustments, and compensation questions. Evaluate recommendations against market data, internal equity, and budget, with clear approval paths...
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