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 has grown from 200 to 700 across seven countries and is looking to hire our first Compensation leader. The foundational pieces are in place: leveling framework, pay bands, equity programs, and benefits across every market we operate in. What we need now is the person who turns a working v1 into a full function. You’ll scale our compensation and equity infrastructure to keep pace with hyper growth, bring the analytical rigor and governance that a late-stage company requires, and stand up the compensation committee we expect to need within the next year. Most importantly, you’ll define Decagon’s compensation philosophy alongside our founders and Head of People and shape how we pay, reward, and retain talent for years to come.

This is a senior, high-visibility role. You’ll partner directly with People leadership, Finance and the founders, and you’ll have the latitude to design total rewards for the entire company. If you’ve built or scaled rewards at a company moving this fast, and you want to own the whole system rather than inherit someone else’s, this is the role.

You May Be a Good Fit If You

Have 8+ years of experience in compensation, benefits, or total rewards at a high-growth tech or SaaS company - leadership experience is a plus

Have built or significantly rebuilt compensation structures, job architecture, and leveling frameworks — ideally in a fast-moving, pre-IPO environment

Have deep expertise in equity compensation (option plans, RSUs, refresh cycles) and experience supporting equity education and communications for employees

Understand how to design and administer competitive benefits programs, including medical, dental, vision, 401(k), and ancillary programs, while managing vendor relationships and renewals

Are data-driven — you use market data (Pave, Levels.fyi, etc.) to anchor decisions and can build clean, defensible comp models

Have experience partnering with Finance on headcount planning, comp accruals, and total compensation cost modeling

Are a strong communicator who can distill complex comp concepts for employees, managers, and executives alike

Thrive in ambiguity and can move quickly without sacrificing rigor

Even Better If You

Have worked at a company that scaled from ~100 to 500+ employees and navigated the total rewards complexity that comes with that growth

Have experience with executive compensation and board-level reporting

Have supported international expansion and understand how to structure compensation across multiple geographies

Are familiar with HR tech and compensation tooling (Carta, Pave, Radford, Workday, Rippling, etc.)

What You'll Own

Design and own Decagon's total compensation philosophy, including salary bands, equity guidelines, bonus structures, and benefits programs

Build and maintain a job architecture and leveling framework that creates consistency and clarity across the company

Lead annual and mid-year compensation review cycles, partnering closely with Finance and People Business Partners

Own all equity program administration — from grant processes and refresh cycles to employee education and vesting communications