Original listing text, shown exactly as published by the company.
What You'll Do
Build the Foundation: Philosophy & Architecture
- Own Clay's compensation philosophy and salary structures, and evolve them as we scale
- Build pay programs designed for Clay's business, talent market, and stage
- Own market benchmarking and survey strategy, keeping our bands current, defensible, and grounded in how we actually compete for talent
- Partner on GTM compensation, including the design of variable pay and incentive structures that drive the right outcomes across our revenue-generating teams
- Build the system of record for comp at Clay: what we pay, why we pay it, and how it holds together as we grow
Make It Real: Programs & Cycles
- Design and run cyclical compensation processes, including reviews, promotion and adjustment decisions, and offer approvals
- Own equity program design and partner with Finance on administration
- Partner with Revenue Operations on the administration of variable compensation, ensuring plans are accurately implemented, calculated, and paid
- Build Clay-native comp workflows and tooling, using technology to make comp programs easier to run, from offer visualization to recruiter-facing lookups that put the right data at people's fingertips
Build Confidence: Communication & Enablement
- Translate compensation concepts into clear guidance that managers and employees can use and understand
- Equip managers and recruiters to have confident, informed conversations about pay
- Advise the People team and business leaders on comp questions tied to hiring, retention, and promotion
What You'll BringExperience & Expertise
- 8+ years in compensation with significant hands-on program design experience, ideally including time at a scaling company
- Deep technical foundations across base pay, variable pay, and equity. You understand the mechanics behind the programs, not just how to administer them
- Experience working with variable compensation programs, including sales and GTM incentive plans
- Experience building or substantially rebuilding compensation structures, leveling frameworks, and review processes from scratch
- Fluency with equity compensation
- Experience with multi-country compensation, including the UK and Europe, is a plus
Core Competencies
- Foundations over templates: you understand why programs work the way they do, so you can build something that fits Clay rather than reaching for what worked somewhere else
- Systems thinker who can hold the strategic vision and the operational detail at the same time
- Genuinely energized by the intersection of data, judgment, and the craft of paying people fairly
- Exceptional communicator: you can make complex comp situations clear for employees, managers, and leaders, and you build trust while doing it
- Comfortable with ambiguity.…
