Compensation Partner

Sierra is the leading platform for customer-facing AI agents, working with many of the world's biggest brands — including The GAP, Rocket Mortgage, SoFi, Sutter Health, and SoftBank — to transform how they serve customers and grow their businesses. We are primarily an in-person company based in San Francisco, with growing offices across North America, Europe, and Asia.

We are guided by a set of values that are at the core of our actions and define our culture: Trust, Customer Obsession, Craftsmanship, Intensity, and a commitment to balancing Family along the way. These values are the foundation of our work, and we are committed to upholding them in everything we do.

Our co-founders are Bret Taylor and Clay Bavor. Bret currently serves as Board Chair of OpenAI. Previously, he was co-CEO of Salesforce (which had acquired the company he founded, Quip) and CTO of Facebook. Bret was also one of Google's earliest product managers and co-creator of Google Maps. Before founding Sierra, Clay spent 18 years at Google, where he most recently led Google Labs. Earlier, he started and led Google’s AR/VR effort, Project Starline, and Google Lens. Before that, Clay led the product and design teams for Google Workspace.

What you’ll do
We are looking for a Compensation Partner to join our Compensation team. In this role, you'll play a critical part in supporting and evolving our global compensation programs through robust analysis, scalable processes, AI-native workflows, and cross-functional collaboration. You will serve as a trusted compensation subject matter expert to stakeholders and employees as we continue to grow.

• Conduct detailed compensation analysis and modeling, leveraging AI and automation to support program design and decision-making.

• Lead market benchmarking efforts globally, building scalable workflows for market reviews and ongoing evaluation of internal equity and external competitiveness.

• Manage the execution of our compensation planning cycles, with a focus on data accuracy, analysis, and process optimization.

• Partner with the Recruiting team to optimize offer processes, providing market intelligence and internal equity insights.

• Support stock plan administration, partnering with Legal to manage equity grant processes and improve the accuracy and employee experience of equity operations.

• Develop and maintain compensation tools, dashboards, and self-service experiences that enable Recruiting, People, and business leaders to access compensation insights.

• Champion AI-native workflows by integrating AI tools and automation into compensation processes to improve operational efficiency and surface sharper insights.

• 5+ years of compensation or total rewards experience in high-growth technology environments.

• Proven experience developing and maintaining compensation bands, including sales OTE and equity frameworks, and job architectures at scale.

• Strong understanding of global compensation practices, with experience supporting international markets.

• Hands-on experience with equity compensation, including RSUs and stock options, and comfort navigating equity administration processes and platforms such as Carta.

• Highly collaborative, with a track record of building strong cross-functional partnerships, particularly with Recruiting, Legal, and People teams.

• Skilled in leveraging compensation data platforms such as Pave, Radford, and Levels.FYI, and HRIS platforms such as Workday to generate insights and inform decision-making.

• An AI-native operating mindset: you instinctively look for ways to use AI, automation, and technology to improve how work gets done rather than defaulting to manual processes.

• You've supported compensation programs spanning multiple geographies, including navigating local pay regulations, statutory requirements, and regional market data.

• You have experience at a large or high-growth technology company and understand how to design scalable compensation programs and processes.

• You’ve built AI-powered or automated workflows that replaced manual operational processes or created new self-service capabilities.

• Trust: We build trust with our customers with our accountability, empathy, quality, and responsiveness. We build trust in AI by making it more accessible, safe, and useful. We build trust with each other by showing up for each other professionally and personally, creating an environment that enables all of us to do our best work.

• Customer Obsession: We deeply understand our customers’ business goals and relentlessly focus on driving outcomes, not just technical milestones. Everyone at the company knows and spends time with our customers. When our customer is having an issue, we drop everything and fix it.

• Craftsmanship: We get the details right, from the words on the page to the system architecture. We have good taste. When we notice something isn’t right, we take the time to fix it. We are proud of the products we produce. We continuously self-reflect to continuously self-improve.

• Intensity: We know we don’t have the luxury of patience. We play to win. We care about our product being the best, and when it isn’t, we fix it. When we fail, we talk about it openly and without blame so we succeed the next time.

• Family: We know that balance and intensity are compatible, and we model it in our actions and processes. We are the best technology company for parents. We support and respect each other and celebrate each other’s personal and professional achievements.

We want our benefits to reflect our values and offer the following to full-time employees:

• Flexible (unlimited) paid time off

• Medical, dental, and vision benefits for you and your family

• Life insurance and disability benefits

• Retirement plan dependent on country of employment

• Parental leave

• Fertility and family building benefits through Carrot

• Lunch, as well as delicious snacks and coffee to keep you energized 

• Discretionary benefit stipend giving people the ability to spend where it matters most

• Free alphorn lessons

These benefits are further detailed in Sierra's policies, may vary by region, and are subject to change at any time, consistent with the terms of any applicable compensation or benefits plans. Eligible full-time employees can participate in Sierra's equity plans subject to the terms of the applicable plans and policies.

We're working to bring the transformative power of AI to every organization in the world. To do so, it is important to us that the diversity of our employees represents the diversity of our customers. We believe that our work and culture are better when we encourage, support, and respect different skills and experiences represented within our team. We encourage you to apply even if your experience doesn't precisely match the job description. We strive to evaluate all applicants consistently without regard to race, color, religion, gender, national origin, age, disability, veteran status, pregnancy, gender expression or identity, sexual orientation, citizenship, or any other legally protected class.