The ad says“Strong fluency in sales compensation: OTE design, bonus structuring, and the tradeoffs that come with them”
The ad says“Command of compensation fundamentals such as job matching, market pricing, leveling and job architecture, and cyclical programs”
The ad says“Command of compensation fundamentals such as job matching, market pricing, leveling and job architecture, and cyclical programs”
The ad says“Deep Excel fluency (modeling, VLOOKUP, INDEX/MATCH, etc) and the ability to turn messy data into insights the business can actually use”
The ad says“Deep Excel fluency (modeling, VLOOKUP, INDEX/MATCH, etc) and the ability to turn messy data into insights the business can actually use”
The ad says“Command of compensation fundamentals such as job matching, market pricing, leveling and job architecture, and cyclical programs”
The ad says“Command of compensation fundamentals such as job matching, market pricing, leveling and job architecture, and cyclical programs”
The ad says“Command of compensation fundamentals such as job matching, market pricing, leveling and job architecture, and cyclical programs”
The ad says“Command of compensation fundamentals such as job matching, market pricing, leveling and job architecture, and cyclical programs”
The ad says“Strong fluency in sales compensation: OTE design, bonus structuring, and the tradeoffs that come with them”
The ad says“Strong fluency in sales compensation: OTE design, bonus structuring, and the tradeoffs that come with them”
The ad says“Deep Excel fluency (modeling, VLOOKUP, INDEX/MATCH, etc) and the ability to turn messy data into insights the business can actually use”
Abridge is looking for an experienced Compensation Manager to own our compensation strategy, building a competitive, scalable framework that helps us attract, motivate, and reward our people as we grow. This is a foundational hire for our People Operations team
We’re looking for someone who moves fast, takes ownership, and makes sound decisions backed by data and experience, someone who stays ahead of the market rather than reacting to it
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
Partner with Finance and Recruiting to design and govern salary structures, incentive plans, and exception criteria, and own the clean flow of that data to Finance for budgeting
Build the frameworks, tools, and governance we need to scale compensation as Abridge grows and our programs mature
Proactively track market movement and trends in the AI space, so we’re never caught off guard
Benefits
Flexible working hours — we care more about what you accomplish than what specific hours you’re working
Remote work environment
Unlimited PTO, plus 12 national holidays
Equity for all new employees
16 weeks paid parental leave, for all employees
Generous equipment budget for your home office setup ($1600)
Opportunity to work and grow with talented individuals, and have ownership and impact at a high growth startup
Preferred experience
Command of compensation fundamentals such as job matching, market pricing, leveling and job architecture, and cyclical programs
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
Excellent communication skills: the ability to turn dense analysis into something any business leader can understand and act on
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
Experience designing and owning compensation and equity frameworks, including at the executive level, across public and private company structures
Strong fluency in sales compensation: OTE design, bonus structuring, and the tradeoffs that come with them
