Job Description

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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.

Compensation design & architecture n

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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 nn
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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.

Also valuable n

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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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Advantages program design, HRIS and compensation tooling

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Executive compensation, plan governance, or equity through IPO readiness

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Context n

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.

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J-18808-Ljbffr

📌 Compensation Architect Total Rewards Sydney
🏢 Obsidian
📍 Sydney