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Compensation & Equity Expert (Total Rewards)
Original posting at apply.workable.com — the employer has removed it, so the link may no longer work.
What we know
Is it still open?
Confirmed removed at the source
Last checked 4h ago — checked against the employer's own applicant tracking system, which is the company answering directly.
How old is it?
Posted 46d ago
The date the source published, not the day we noticed it (2026-09-17). Last seen at its source 10h ago.
Is it remote?
Marked remote on the employer's board
Their board carries a remote setting on this posting — a field they filled in, not wording we read. The location field names somewhere specific, which is usually where the team or the entity sits.
Who may apply?
United States
The description states no restriction of its own. This is the source's own tag.
Pay
$50–200/hr
Read out of the job description by us, not from a structured field. Shown in the posting's own currency and period; we never convert.
Skills named in the ad
Recognised terms only, from a fixed vocabulary — this is what CV matching compares against.
Carried by 1 source
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Workable employer's own board first seen 46d ago · last seen 10h ago
The listing
This role is for one of our clients
Compensation: $50 - $200 per hour
We're looking for Total Rewards practitioners with depth in one or both of the following. Either one on its own is enough.
Requirements
Compensation design & architecture
- 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 you then had to defend to a skeptical exec team
- Designed incentive structures that were simple, credible, and changed behavior
Equity program management
- Designed option and RSU programs: grant guidelines, pool planning, vesting structures, refresh philosophy
- Worked through 409A valuations, plan governance, and grant administration at a venture-backed company
- Built the modeling and communication that lets candidates and employees understand what their equity is worth
Those two are what we screen on. Nothing below is required. If you have the whole Total Rewards picture, say so.
Also valuable
- Compensation philosophy, benchmarking methodology, pay equity and pay transparency
- Compensation design for a global or contractor workforce at scale
- Benefits program design, HRIS and compensation tooling
- Executive compensation, plan governance, or equity through IPO readiness