Compensation LeadNew$150K–$230K

Perplexity
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The opportunity

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.

What you'll do

  • 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 for exceptions.

  • Design and run compensation reviews. Build the calendar, planning models,: manager guidance, and approval process. Coordinate with Finance, People Operations, Payroll, and equity partners to carry decisions through to accurate implementation.

  • Inform leadership decisions. Model the cost and employee impact of proposed: changes to salary and equity programs. Present a recommendation and its trade-offs, then own execution once approved.

  • Identify and address inconsistencies. Assess pay compression and potential: inequities across teams, levels, and locations. Partner with People leadership and Legal on appropriate reviews and recommend actions.

What they're looking for

  • Build processes people can use. Establish decision records, recruiter and: manager guidance, and clear explanations of compensation programs. Improve recurring workflows so consistent decisions don't depend on individual knowledge or one-off conversations.
  • Own the data and tools behind the work. Establish reliable compensation: records, select and manage benchmarking resources, and improve reporting and quality checks. Use approved automation and AI tools where they help, with appropriate protection for employee information and verification of results.
  • 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.