Senior Director of Compensation, ServiceTitan
$223.6-358.9k
Salary dependent on candidates location
All-in-one operating platform for trades
Posted today
All-in-one operating platform for trades
1001+ employees
Posted today
$223.6-358.9k
Salary dependent on candidates location
1001+ employees
Company mission
To be the world's most impactful vertical SaaS company.
Role
Who you are
- 10–15 years in compensation, with meaningful time owning a function rather than supporting one — you've led programs, not just administered them
- Deep expertise in incentive plan design, including building or rebuilding bonus and equity programs at a company with real complexity
- Equity compensation fluency — RSU programs, refresh grant strategy, dilution mechanics, employee education, and the financial modeling behind board-level discussions
- Financial IQ at the CFO-partner level; you can build a headcount cost model and walk a finance leader through scenario analysis without a translator
- Global operating experience across multiple geographies with different labor laws, pay norms, and compliance requirements
- A builder orientation — you treat programs as products, find the friction, and fix it so you don't have to fix it again
- Strong executive presence; you communicate complex trade-offs clearly and earn trust by being consistently right and consistently honest
- SaaS or AI experience in a complex, fast-paced global environment
- Workday experience as a power user or program owner
- Experience with real-time benchmarking platforms (Pave, Compa, Ravio, or comparable)
- Background in sales comp or GTM incentive design
What the job involves
- Define compensation strategy and philosophy — the positioning decisions and principles that guide how we handle exceptions and communicate trade-offs. Own compensation committee materials and support board-level discussions on program design and executive pay
- Lead the design and evolution of our bonus and long-term incentive programs, connecting individual and company performance to outcomes that are understandable, motivating, and aligned with how the business creates value
- Own equity as a strategic asset — design refresh frameworks tied to retention and performance, build employee-facing equity education, and partner with Finance and Legal on program mechanics, dilution modeling, and board approval
- Own job architecture and global pay infrastructure — job families, levels, career ladders, and pay structures across five geographies — and keep it current as AI reshapes job families and skills requirements
- Lead merit, promotion, and equity refresh cycles as moments that demonstrate our compensation philosophy, not just operational deliverables. Make every cycle better than the last
- Serve as the primary compensation partner to the CFO and CHRO — headcount cost modeling, budget scenario analysis, and the reporting infrastructure that makes compensation decisions visible and defensible
- Stay ahead of the market through real-time data and peer relationships, monitoring how AI, pay transparency legislation, and workforce shifts are changing the landscape before they show up in offers or attrition
- Own pay transparency and compliance across all jurisdictions — disclosure requirements, pay equity analysis, and audit-readiness — as a leadership responsibility, not a checkbox
Our take
In the US, there's been a booming demand for home-service businesses, yet historically many of these trades were running with outdated software systems. That's where ServiceTitan comes in. Founded by friends who grew up around the trades, the company saw a clear gap and set out to give contractors the modern platform they desperately needed.
ServiceTitan's platform is designed specifically for the trades and brings together everything a contractor might need, in one handy system. By focusing on what trade-business owners actually need, it helps turn chaos into structure, giving visibility into operations, so owners can ultimately run their business better.
Now, ServiceTitan serves more than 11,800 trade customers and reported more than $10,000 in annualized billings and processes a huge volume of jobs on its platform. With a market that's still under-served by technology and a platform built to scale, the company is ready to grow even further.
Steph
Company Specialist at Welcome to the Jungle
Insights
18% employee growth in 12 months
Company
Funding (last 2 of 9 rounds)
Nov 2022
$365m
SERIES H
Jul 2021
$200m
SERIES G
Total funding: $1.5bn
Company benefits
- Flexible time off
- Fully paid individual medical, dental, and vision coverage
- Access to on-demand services like Ginger, Headspace, One Medical, Galileo, Aaptiv, and more
- Tax free savings via HSA, FSA, and Dependent Care FSA
- 401(k) match
- Personal development programs
- Medical plan with up to $20,000 in fertility coverage
- Up to 30 weeks of paid leave for birthing parents and up to 16 for non-birthing parents
- Adoption support including reimbursement of up to $20,000
- Bereavement leave for loss of a pregnancy or loved one
- Access to programs for new parents including Maven Maternity, Ready, Set, Food! Wellthy, SNOO Smart Sleeper, and more
Company HQ
Downtown, Glendale, CA
Leadership
Ara Mahdessian
(Co-Founder & CEO)They studied Management and Computer Science at Stanford University, before co-founding ServiceTitan with Vahe in January 2013. They have served since then as CEO.
Vahe Kuzoyan
(Co-Founder & President)Having studied Computer Science at the University of Southern California, they co-founded ServiceTitan in January 2013, serving as the president since.
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