Decagon
conversational AI
TotalRewardsandPeopleAnalyticsLead
Neural analysis suggests this role is
optimal for Senior candidates.
“Total Rewards and People Analytics Lead at Decagon. Skills: Total Rewards, compensation, benefits, equity compensation. Design and own total compensation philosophy. Build and maintain job architecture and leveling framework”
Industry & Context.
What They're Looking For.
Must Have
8+ years of experience in compensation, benefits, or total rewards at a high-growth tech or SaaS company, built or significantly rebuilt compensation structures, job architecture, and leveling frameworks, deep expertise in equity compensation (option plans, RSUs, refresh cycles), experience supporting equity education and communications for employees, design and administer competitive benefits programs, including medical, dental, vision, 401(k), and ancillary programs, managing vendor relationships and renewals, use market data (Pave, Levels. fyi) to anchor decisions, build clean, defensible comp models, experience partnering with Finance on headcount planning, comp accruals, and total compensation cost modeling, distill complex comp concepts for employees, managers, and executives alike, move quickly without sacrificing rigor
Nice to Have
leadership experience is a plus, ideally in a fast-moving, pre-IPO environment, worked at a company that scaled from ~100 to 500+ employees, navigated the total rewards complexity that comes with that growth, experience with executive compensation and board-level reporting, supported international expansion and understand how to structure compensation across multiple geographies, familiar with HR tech and compensation tooling (Carta, Pave, Radford, Workday, Rippling, etc.)
What You'll Do.
Design and own total compensation philosophy
Build and maintain job architecture and leveling framework
Lead annual and mid-year compensation review cycles
Own all equity program administration
Manage benefits programs end-to-end
Serve as internal expert on comp and benefits compliance
Partner with Recruiting to build compelling offers
Develop clear communications on total compensation
How You'll Work.
Team & Collaboration
partner directly with our founders; partner with People leadership; partner with Finance; partnering closely with Finance; partner with People Business Partners; Partner with Recruiting
Communication Scope
distill complex comp concepts for employees, managers, and executives alike; Develop clear communications that help employees understand and value their total compensation package
Full Job Description
About Decagon Decagon is the leading conversational AI platform empowering every brand to deliver concierge customer experiences. Our technology enables industry-defining enterprises like Avis Budget Group, Block’s Cash App and Square, Chime, Oura Health, and Hunter Douglas to deploy AI agents that power personalized, deeply satisfying interactions across voice, chat, email, SMS, and every other channel. We’re building a future where customer experiences are being redefined from support tickets and hold music to faster resolutions, richer conversations, and deeper relationships. We’re proud to be backed by world-class investors who share that vision, including a16z, Accel, Bain Capital Ventures, Coatue, and Index Ventures, along with many others. We’re an in-office company, driven by a shared commitment to excellence and velocity. Our values — Just Get It Done, Invent What Customers Want, Winner’s Mindset, and The Polymath Principle — shape how we work and grow as a team. About the Role Decagon is looking to hire our first Total Rewards 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 8+ 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 suppor
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