Director, Compensation

About AlphaSense: 

The world’s most sophisticated companies rely on AlphaSense to remove uncertainty from decision-making. With market intelligence and search built on proven AI, AlphaSense delivers insights that matter from content you can trust. Our universe of public and private content includes equity research, company filings, event transcripts, expert calls, news, trade journals, and clients’ own research content.

The acquisition of Tegus by AlphaSense in 2024 advances our shared mission to empower professionals to make smarter decisions through AI-driven market intelligence. Together, AlphaSense and Tegus will accelerate growth, innovation, and content expansion, with complementary product and content capabilities that enable users to unearth even more comprehensive insights from thousands of content sets. Our platform is trusted by over 6,000 enterprise customers, including a majority of the S&P 500. Founded in 2011, AlphaSense is headquartered in New York City with more than 2,000 employees across the globe and offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland. Come join us!

About the Role

We are looking for a Director, Compensation to lead AlphaSense's global compensation function: a results-oriented leader ready to own the full compensation lifecycle, while building a high-performing team and partnering closely with the VP, Total Rewards, Finance, Legal, and business leaders across the company. We envision this highly visible, high-impact role as a strong influencer with the business and the go-to person for all things Compensation, including base pay, short-term incentives, and long-term incentives (equity).

You will lead AlphaSense's Compensation team and act as the primary owner of the company's compensation philosophy, structure, and programs. You will partner with the VP, Total Rewards on executive compensation, and serve as the owner and subject matter expert for compensation matters across the business, balancing the discipline required of a company approaching IPO with the pace and flexibility of high-growth tech.

This role requires prior experience scaling compensation functions at high-growth or newly public technology companies. A flexible, growth mindset, comfort with ambiguity and change, and successfully balancing operational excellence with a sense of urgency will be critical to success in the role.

What You'll Do

• Strategy. Define AlphaSense's multi-year compensation roadmap in alignment with market positioning that scales with the business. Own and manage the global compensation philosophy.
• Structural Design. Own and manage the global compensation structure across base, short-term incentives, and long-term incentives (equity), in alignment with job architecture.
• Program Management. Own and manage broad-based compensation programs end-to-end, including Annual and Mid-Year compensation review cycles.
• Executive Compensation. Partner with the VP, Total Rewards on the design, benchmarking, and administration of executive compensation programs. Prepare Compensation Committee materials in partnership with external advisors (e.g., Compensia), and support proxy and governance readiness as AlphaSense approaches IPO.
• Advisory. Partner with People Business Partners, business leaders, and managers to design compelling, scalable compensation solutions by seeking to understand the desired outcome, sharing market expertise, and proposing solutions. Provide guidance on complex, high-visibility compensation matters.
• Market Intelligence. Conduct quarterly and ad-hoc analyses to ensure external competitiveness, internal equity, and legal/pay-transparency compliance. Monitor market trends and ensure survey participation is completed to maximize our available benchmarking data set (e.g., Radford, Compa).
• Education & Communication. Develop training and communication tools that help managers and employees understand AlphaSense's compensation philosophy, programs, and tools.
• Governance. Partner with Talent Acquisition on new-hire offers and with PBPs on internal mobility and promotion guidelines.
• Technology & Program Administration. Partner with the People Systems team on Workday configuration for compensation cycles, and with Payroll and Equity teams to ensure accurate transmission of payment and award data.
• Team Leadership. Build, coach, and develop a high-performing global Compensation team, fostering a culture of ownership, operational excellence, and continuous development.

Who You Are

Required

• Prior experience at a high-growth or newly public technology company
• Experience owning the full global compensation function, including designing, recommending, implementing, and administering compensation programs across base pay, short-term incentives, and equity
• Experience managing a team
• Executive compensation experience, including exposure to Compensation Committee cadence and deliverables
• Experience managing multiple compensation cycles in Workday
• Strong problem-solving and data analysis skills, with comfort synthesizing data across multiple sources to support decisions
• Demonstrated cross-functional partnership, building trust and alignment with Finance, Legal, and People Business Partners on shared, high-visibility decisions
• Sound judgment under ambiguity, weighing risk, context, and business impact before acting, including knowing when to decide versus when to escalate
• Exceptional results orientation with a high degree of personal initiative
• Inclined to roll up your sleeves, with a player-coach style
• Flexible, solution-focused attitude
• Proactive with a bias for action
• Growth mindset with a focus on continuous improvement
• Comfort with ambiguity and change
• Demonstrated success balancing operational excellence with a sense of urgency

Preferred

• Sales compensation experience

For base compensation, we set standard ranges for all roles based on function and level benchmarked against similar stage growth companies and internal comparables. In order to be compliant with local legislation, as well as to provide greater transparency to candidates, we share salary ranges on all job postings regardless of desired hiring location. Final offer amounts are determined by multiple factors including candidate experience/expertise and may vary from the amounts listed below.

You may also be offered a performance-based bonus, equity, and a generous benefits program.

AlphaSense is an equal-opportunity employer. We are committed to a work environment that supports, inspires, and respects all individuals. All employees share in the responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity. AlphaSense does not discriminate against any employee or applicant on the basis of race, color, sex (including pregnancy), national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor. This policy applies to every aspect of employment at AlphaSense, including recruitment, hiring, training, advancement, and termination.

In addition, it is the policy of AlphaSense to provide reasonable accommodation to qualified employees who have protected disabilities to the extent required by applicable laws, regulations, and ordinances where a particular employee works.

Recruiting Scams and Fraud

We at AlphaSense have been made aware of fraudulent job postings and individuals impersonating AlphaSense recruiters. These scams may involve fake job offers, requests for sensitive personal information, or demands for payment. Please note:

• AlphaSense never asks candidates to pay for job applications, equipment, or training.
• All official communications will come from an @alpha-sense.com email address.
• If you’re unsure about a job posting or recruiter, verify it on our Careers page.

If you believe you’ve been targeted by a scam or have any doubts regarding the authenticity of any job listing purportedly from or on behalf of AlphaSense please contact us. Your security and trust matter to us.