Description
Category-defining tech. Career-defining work.
Lots of tech companies disrupt. But, many fail when they try to scale. We're different. CockroachDB makes it easier for companies to build and scale apps. This is how and why we're helping some of the most innovative companies on the planet. We tackle problems head-on and focus on solutions that create lasting impact.
The Director of Compensation and Equity is a high-impact individual contributor role responsible for designing and executing Cockroach Labs' compensation strategy across base salary, variable pay, and equity. Reporting to the Sr. Director, People Operations & Development, this person will serve as the company's subject matter expert on compensation and equity partnering directly with senior leaders, HR Business Partners, and front-line managers to ensure our compensation programs are competitive, equitable, and built to scale.
Key Responsibilities:
- Own the design and ongoing refinement of Cockroach Labs' global compensation philosophy, salary structures, and pay bands across all functions and levels, and lead annual review cycles -- merit, promotion, and equity refresh -- with rigor and consistency
- Evaluate the effectiveness of incentive and variable pay programs, surfacing recommendations grounded in market data and business outcomes
- Conduct and interpret market benchmarking using established survey sources (e.g., Radford, Pave, Carta), translating data into clear, actionable recommendations for leadership
- Partner with Finance on compensation budget planning, headcount modeling, and compensation expense forecasting
- Design and administer Cockroach Labs' equity compensation programs -- including option and RSU plan design, grant guidelines, and refresh frameworks -- ensuring programs remain competitive and aligned to company stage, employee expectations, and potential liquidity events
- Partner with Legal, Finance, and outside counsel on equity plan governance, 409A valuations, and regulatory compliance
- Ensure employees and managers understand the value of their equity and can speak to it clearly
- Support the development of Compensation Committee materials and contribute to executive compensation decisions in partnership with the Sr. Director, CPO, CFO, and Legal
- Partner on job architecture and leveling frameworks to ensure they remain competitive and internally equitable
- Leverage AI-powered tools and emerging compensation technology to scale analytical work, build repeatable processes, and make compensation expertise accessible across the organization.
About You:
- 8 to 12+ years of experience in compensation, with a strong concentration in total cash and equity compensation at high-growth, global technology companies
- Deep expertise in equity program design at a growth-stage technology company, including hands-on experience with option types (ISOs, NSOs), RSUs, vesting structures, 409A implications, and secondary market considerations
- Experience designing and evolving bonus and variable compensation programs across functions, including sales compensation structures such as OTE, commission mechanics, and accelerators.
- Deep proficiency in market benchmarking methodologies and survey tools (Radford, Mercer, Carta, Pave, or comparable), with the ability to model compensation scenarios, cost impact analyses, and budget projections
- Ability to translate and communicate complex compensation concepts into clear, plain language for managers, recruiters, HRBPs, and employees at every level.
- Demonstrated daily use of AI tools to improve the speed and quality of compensation work , including analysis, modeling, and documentation , with a consistent practice of reviewing, refining, and owning all AI-assisted output.
- Bachelor's degree in Human Resources, Business Administration, Finance, or a related field required; CCP or CEP designation is a strong plus