Vice President, Total Rewards

Incode Technologies is a leader in identity verification, offering innovative, AI-driven solutions tailored to diverse industry needs — from financial services to social media and marketplaces. Our platform is designed to maximize user conversion while minimizing fraud, through a multi-layered approach that includes proprietary AI, deepfake detection, and efficient user re-engagement tools. With close to 99% accuracy in facial recognition tied directly to official document issuance systems, and enterprise partnerships with Citibank, HSBC, Amazon, and Chime, Incode stands apart. With over $250M raised from General Atlantic and SoftBank, we're driving the future of digital trust — and we need a builder-minded Total Rewards leader who can design world-class reward programs from the ground up and own every detail of their execution.

Incode's Total Rewards function is at an inflection point. Over the past year we moved from a stock-option-only program to a new equity framework that blends time-based options with performance RSUs tied to ARR milestones, launched equity plans in new jurisdictions, expanded our market data, and scoped a job-architecture and leveling project ahead of the next compensation cycle. What we have not had is a single leader who owns all of it end to end.

As Vice President, Total Rewards, you will own compensation, equity, benefits and rewards operations for Incoders across the US, LATAM and EMEA. You'll be the executive the CEO, the Board and the leadership team turn to on pay decisions — from a Regional VP's offer in Mexico City to board member grants — and you'll build the governance, systems and team that make those decisions consistent, data-backed and fast.

This is a build-and-run role. You set the strategy — and you roll up your sleeves during the comp cycle.

• Rewards Strategy & Governance — Define and steward Incode's compensation philosophy, market positioning and pay mix by region. Build the approval matrix, offer guidelines and exception process so decisions are consistent and quick. Serve as authorized signatory for promotions, salary increases, compensation adjustments and bonus confirmations.
• Job Architecture & Leveling — Lead the job-architecture and leveling project with our external compensation advisors and People Partners, and land it before the next compensation cycle: job families, levels, salary structures and career frameworks, with the metrics that show it worked.
• Compensation Cycles — Run the annual compensation and performance-linked increase cycle end to end with Finance and People Partners: budget by organization, band updates, manager recommendation frameworks, calibration support, letters and communications. Design and administer bonus and MBO plans with Finance.
• Equity — Own the equity program: new-hire, promotion, refresh and performance grants; the options-to-RSU framework and vesting design; board and advisor grants; and coordination with Finance, Legal and outside counsel on board resolutions, 409A valuations, the cap table and international plan compliance. Lead equity education for managers and employees.
• Executive & Offer Compensation — Partner with the CEO, CBOO and Talent Acquisition on executive and GM packages (base and variable mix, equity structure, sign-on and clawback terms), and support the Board's compensation committee on executive pay and benchmarking.
• Global Benefits — Set the benefits strategy by region with an impact-versus-cost lens; manage brokers, renewals and leave policies across countries so that what we offer in Mexico City, Belgrade and San Francisco each feels like Incode.
• Sales Compensation Partnership — Partner with Finance and Revenue Operations on sales and customer-success variable plan design, quota-setting methodology, pay mix and payout governance, bringing market data and plan-design discipline.
• M&A Integration — Lead rewards harmonization for acquisitions, including equity plan assumption, leveling alignment and benefits integration.
• Tooling & AI — Build an AI-enabled Total Rewards function: market benchmarking, pay-equity monitoring, comp-cycle operations and compensation communication, with clear guardrails on data privacy, accuracy and where human judgment stays non-negotiable. Own the TR tool stack and market data sources.
• Team — Lead and grow the Total Rewards team. Raise the bar on rigor, turnaround and documentation so that today's ad-hoc requests become repeatable processes.

• You build and you run — You're comfortable owning the day-to-day with a lean team while building the structure that lets it scale.
• You speak finance — You build the models yourself, understand burn and dilution, and earn credibility with the CFO and the Board.
• You bring executive presence — and pace — You work with a CEO who moves fast. You make clear recommendations, protect internal equity, and know when to flex.
• You operate at every altitude — Board grants in the morning, a Regional VP's offer in Mexico City in the afternoon. The shift energizes you rather than frustrates you.
• You're AI-forward — You use AI tools in your own work and have a point of view on where they belong in Total Rewards.

• Experience — 12+ years in compensation and total rewards, including 4+ years leading the function for a complex, multi-country employer such as a large technology or professional-services firm, with hands-on ownership of compensation cycles, equity programs and benefits. You have run the function with rigor at scale and want to build it at a company of Incode's stage.
• Equity expertise — Deep expertise in options and RSUs, refresh and performance-grant design, 409A and cap-table coordination, board grants and international equity plans. You have led an options-to-RSU transition or a comparable program change.
• Global compensation — Experience across the US and at least one of LATAM or EMEA. Mexico experience and Spanish are strong advantages.
• Certification — CCP, GRP or CEP certification is a plus.

• Prior experience at an identity verification, cybersecurity, KYC/AML, or data company.
• Consulting background in total rewards or executive compensation.

• Be part of a mission-driven company at the intersection of AI, identity, and trust.
• Work alongside a world-class team backed by General Atlantic and SoftBank.
• Shape the future of how people — and companies — verify identity at global scale.
• Competitive compensation, equity participation, and benefits.
• A culture that rewards ownership, speed, and intellectual curiosity.