Compensation Lead

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.

WHAT YOU'LL OWN

• 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.
• 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.

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