A
Hybrid
Compensation Lead
Abridge
Overview
Conduct market benchmarking and modeling, using the right peer groups, to support compensation program design and decision-making. Set the cadence for refreshing our compensation bands and own that process end-to-end, so our ranges never lag behind the market.
Benefits, from the posting itself
Hover a row for the exact line it came from. Nothing inferred.
14 paid holidaysreceipt ⟳
“14 paid holidays, flexible PTO for salaried employees, and accrued time off for hourly employees”
flexible PTOreceipt ⟳
“14 paid holidays, flexible PTO for salaried employees, and accrued time off for hourly employees”
Medical, Dental, and Vision coveragereceipt ⟳
“Medical, Dental, and Vision coverage for all full-time employees and their families.”
Generous HSA Contributionreceipt ⟳
“Generous HSA Contribution : If you choose a High Deductible Health Plan, Abridge makes monthly contributions to your HSA.”
Generous paid parental leavereceipt ⟳
“Generous paid parental leave for all full-time employees.”
Key Responsibilities
- Conduct market benchmarking and modeling, using the right peer groups, to support compensation program design and decision-making.
- Set the cadence for refreshing our compensation bands and own that process end-to-end, so our ranges never lag behind the market.
- Bring a strong, well-informed point of view on compensation, including executive comp and frameworks
- Turn compensation data into a story leaders can act on. Clearly and confidently explaining the reasoning behind pay decisions and structure to executives and hiring managers.
- Advise on sales and other GTM compensation design, including OTE structuring.
Key Requirements
- 6+ years of compensation experience, ideally at a high-growth tech or AI company, with real ownership of program build, not just an analytical role.
- Deep Excel fluency (modeling, VLOOKUP, INDEX/MATCH, etc) and the ability to turn messy data into insights the business can actually use.
- A track record of building benchmarking approaches and peer groups that hold up under scrutiny, and the judgment to know when the standard playbook doesn't fit.
- Strong fluency in sales compensation: OTE design, bonus structuring, and the tradeoffs that come with them.
- Command of compensation fundamentals such as job matching, market pricing, leveling and job architecture, and cyclical programs
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