Total Rewards
US$200,000 – US$260,000 / yr base salary
Posted 3 Jun 2026
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 6+ yrs
- Management level
- Individual contributor
- Employment
- On-Site
- Contract
- Full-time
| Base salary | US$200,000 – US$260,000 / yr |
|---|
About Decagon
Decagon is the leading conversational AI platform empowering every brand to deliver concierge customer experiences.
Our technology enables industry-defining enterprises like Avis Budget Group, Block’s Cash App and Square, Chime, Oura Health, and Hunter Douglas to deploy AI agents that power personalized, deeply satisfying interactions across voice, chat, email, SMS, and every other channel.
We’re building a future where customer experiences are being redefined from support tickets and hold music to faster resolutions, richer conversations, and deeper relationships. We’re proud to be backed by world-class investors who share that vision, including a16z, Accel, Bain Capital Ventures, Coatue, and Index Ventures, along with many others.
We’re an in-office company, driven by a shared commitment to excellence and velocity. Our values — Just Get It Done, Invent What Customers Want, Winner’s Mindset, and The Polymath Principle — shape how we work and grow as a team.
About the Role
Decagon is looking to hire our first Total Rewards leader to build and own the foundation of how we attract, reward, and retain world-class talent as we scale. This is a high-impact, zero-to-one role: you'll design the compensation and benefits architecture from the ground up, bring structure and rigor to our equity programs, and serve as the strategic authority on all things total rewards across the company. You'll partner directly with our founders, People leadership, and Finance to ensure our programs are competitive, equitable, and built to scale with us.
You May Be a Good Fit If You:
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Have 6+ years of experience in compensation, benefits, or total rewards at a high-growth tech or SaaS company - leadership experience is a plus
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Have built or significantly rebuilt compensation structures, job architecture, and leveling frameworks — ideally in a fast-moving, pre-IPO environment
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Have deep expertise in equity compensation (option plans, RSUs, refresh cycles) and experience supporting equity education and communications for employees
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Understand how to design and administer competitive benefits programs, including medical, dental, vision, 401(k), and ancillary programs, while managing vendor relationships and renewals
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Are data-driven — you use market data (Pave, Levels.fyi, etc.) to anchor decisions and can build clean, defensible comp models
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Have experience partnering with Finance on headcount planning, comp accruals, and total compensation cost modeling