Job Description

Mercor's People team is building its compensation and equity foundation from scratch. We want to think it through with people who have done it before.

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We're looking for Total Rewards practitioners with depth in one or both of the following. Either one on its own is enough.

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Compensation design & architecture

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- Built salary bands, leveling frameworks, and job architecture from the ground up
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- Owned an annual compensation cycle: merit planning, promotion decisions, bonus programs, equity refresh
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- Benchmarked against a peer set you then had to defend to a skeptical exec team
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- Designed incentive structures that were straightforward, credible, and changed behavior
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Equity program management

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- Designed option and RSU programs: grant guidelines, pool planning, vesting structures, refresh philosophy
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- Worked through 409A valuations, plan governance, and grant administration at a venture-backed company
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- Built the modeling and communication that lets candidates and employees understand what their equity is worth
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Those two are what we screen on. Nothing below is required. If you have the whole Total Rewards picture, say so.

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Also valuable

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- Compensation philosophy, benchmarking methodology, pay equity and pay transparency
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- Compensation design for a global or contractor workforce at scale
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- Benefits program design, HRIS and compensation tooling
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- Executive compensation, plan governance, or equity through IPO readiness
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Context

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Mercor is a Series C company at a $10B valuation, scaling from roughly 500 employees, with a large global contractor network alongside a growing full-time workforce. Nothing is settled yet: what the compensation philosophy should be, how levels map across very different functions, how equity gets granted and explained.

📌 Compensation Architect - Total Rewards (New South Wales)
🏢 Obsidian
📍 New South Wales