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Lead the development of Decagon's total rewards strategy, focusing on compensation and benefits as the company scales.
Posted by employer 2 months ago
First seen on Joblaze 2 months ago
Last verified on the company career page 1 week ago
Requirements
- Experience
- 6+ years
Not disclosed in this posting: visa sponsorship.
Benefits
Joblaze summary
In this pivotal role, the Compensation and Benefits Lead at Decagon will establish and manage the company's total rewards framework, focusing on compensation structures, equity programs, and benefits administration. The ideal candidate brings over six years of experience in compensation and benefits within high-growth tech environments, with a strong emphasis on data-driven decision-making and effective communication. This position is well-suited for someone who thrives in dynamic settings and has a proven track record of building compensation strategies from the ground up.
Joblaze insights
- Listed about 2 months ago — first seen on Joblaze September 3, 2026. Last confirmed on Decagon's careers page November 2, 2026.
- Salary band is above the typical range for comparable tech roles (median ~$127,550).
- Starts above 82% of 239 comparable lead other roles we track (median $150,000 across 81 companies).
Quick facts
- Is the Compensation Lead role remote?
- No — this is an on-site role in San Francisco.
- What's the salary range?
- Decagon lists $200,000–$260,000 for this role.
- How much experience is required?
- At least 6 years of relevant experience for this Compensation Lead role.
- Where is the role based?
- Decagon is hiring for this position in San Francisco.
- What seniority level is this role?
- Decagon targets lead candidates for this position.
- Is this full-time or contract?
- Full-time for this Compensation Lead role at Decagon.
From the original posting
About the Role
Decagon is looking to hire our first Compensation leader to build and own the foundation of how we attract, reward, and retain world-class talent as we scale. This is a high-impact, zero-to-one role: you'll design the compensation and benefits architecture from the ground up, bring structure and rigor to our equity programs, and serve as the strategic authority on all things total rewards across the company. You'll partner directly with our founders, People leadership, and Finance to ensure our programs are competitive, equitable, and built to scale with us.
You May Be a Good Fit If You:
Have 6+ years of experience in compensation, benefits, or total rewards at a high-growth tech or SaaS company - leadership experience is a plus
Have built or significantly rebuilt compensation structures, job architecture, and leveling frameworks — ideally in a fast-moving, pre-IPO environment
Have deep expertise in equity compensation (option plans, RSUs, refresh cycles) and experience supporting equity education and communications for employees
Are data-driven — you use market data (Pave, Levels.fyi, etc.) to anchor decisions and can build clean, defensible comp models
Have experience partnering with Finance on headcount planning, comp accruals, and total compensation cost modeling
Are a strong communicator who can distill complex comp concepts for employees, managers, and executives alike
Thrive in ambiguity and can move quickly without sacrificing rigor
Even Better If You:
Have worked at a company that scaled from ~100 to 500+ employees and navigated the total rewards complexity that comes with that growth
Have experience with executive compensation and board-level reporting
Have supported international expansion and understand how to structure compensation across multiple geographies
Are familiar with HR tech and compensation tooling (Carta, Pave, Radford, Workday, Rippling, etc.)
What You'll Own:
Design and own Decagon's total compensation philosophy, including salary bands, equity guidelines, bonus structures, and benefits programs
Build and maintain a job architecture and leveling framework that creates consistency and clarity across the company
Lead annual and mid-year compensation review cycles, partnering closely with Finance and People Business Partners
Own all equity program administration — from grant processes and refresh cycles to employee education and vesting communications
Partner with Recruiting to build compelling, competitive offers and ensure we're winning top talent at every level
Develop clear communications that help employees understand and value their total compensation package
Comp: $200,000 - $260,000 + Equity
Medical, Dental, and Vision benefits for you and your family
Life Insurance and Disability Benefits
Retirement Plan (e.g., 401K, pension)
Parental Leave
Fertility and family building benefits through Carrot
Standard company text repeated across Decagon's postings is omitted here.