Director of Compensation, CoreWeave

• 10+ years of progressive compensation experience, including meaningful ownership of executive compensation
• Demonstrated people management experience, with a track record of building, leading, and developing high-performing compensation teams
• Direct experience preparing Compensation Committee and Board materials and partnering with an independent compensation consultant
• Proven experience designing and deploying compensation programs at scale, including the communication, enablement, and approval mechanics that make them stick
• Deep technical fluency across base pay, short- and long-term incentives, and equity vehicles (RSUs, PSUs, options, ESPP), including how they interact with accounting, tax, and disclosure requirements
• Strong cross-functional partnership skills across Finance, Legal, HR Business Partners, and Recruiting, with the credibility to influence senior stakeholders and hold the line when it matters
• Advanced analytical and modeling skills, paired with the judgment to know which analysis actually drives the decision
• Excellent written and verbal communication skills, including experience presenting to executives and Board members
• Bachelor's degree in Human Resources, Business, Finance, Economics, or a related field
• Wondering if you’re a good fit? We believe in investing in our people, and value candidates who can bring their own diversified experiences to our teams – even if you aren't a 100% skill or experience match. Here are a few qualities we’ve found compatible with our team. If some of this describes you, we’d love to talk
• You're energized by moving between a Board-level pay discussion in the morning and a scrappy offer escalation in the afternoon
• You build programs that scale rather than one-off decisions, and you're comfortable creating structure where none exists yet
• You can make a complex compensation recommendation simple, clear, and persuasive for whoever is in the room

Desirable

• As Director, Compensation, you'll own executive compensation end to end — including preparation of Compensation Committee materials and executive pay recommendations developed in partnership with our independent compensation consultant. You'll serve as the senior compensation advisor to executive leaders, lead a team supporting offer strategy and exceptions, and drive the retention of critical talent across the company. You'll also own the design, deployment, communication, and governance of broad-based compensation programs at scale. This is a highly visible role with direct exposure to the executive team, and cross-functional leadership
• Own executive compensation end to end, including program design, benchmarking, pay positioning, incentive plan structure, and annual and off-cycle recommendations for the executive team
• Own the preparation of Compensation Committee materials, partnering with the independent compensation consultant on agendas, market analyses, pay recommendations, plan design proposals, and supporting appendices; manage the annual Committee calendar and pre-read cycle
• Serve as the primary day-to-day partner to the independent compensation consultant, directing scope, data requests, market studies, and analysis so that recommendations are defensible, timely, and aligned to CoreWeave's strategy
• Partner with Legal and Finance on disclosure and governance, including CD&A and proxy compensation tables, pay ratio and pay-versus-performance reporting, Say-on-Pay considerations, and evolving regulatory and proxy advisor expectations
• Advise on incentive plan economics, modeling cost, dilution, share usage, accounting treatment, and performance-metric design in partnership with Finance and Accounting
• Own compensation consulting with executive leaders, acting as the trusted advisor on pay decisions for their organizations — leveling, promotions, market pressure, internal equity, and the compensation implications of organizational design
• Translate complex compensation concepts into clear guidance and crisp recommendations for audiences ranging from front-line managers to the Board
• Partner closely with HR Business Partners and Recruiting to align pay strategy with workforce plans, hiring demand, and the competitive landscape for AI and infrastructure talent
• Lead, coach, and develop a team of compensation professionals who manage job offer review and exception approvals, partnering with Recruiting to deliver competitive offers with speed and consistency
• Set and govern the offer exception framework — thresholds, approval routing, escalation paths, and reporting — so exceptions are principled, tracked, and defensible rather than ad hoc
• Own retention strategy for critical talent, identifying flight risk in partnership with leaders and People teams and designing and executing targeted retention actions, including equity refresh, off-cycle awards, and cash retention programs
• Build the analytics and reporting that give leadership visibility into offer trends, exception rates, competitive positioning, attrition, and program effectiveness
• Own the design and deployment of broad-based compensation programs, including salary structures, geographic differentials, leveling and job architecture, annual and off-cycle merit and promotion cycles, bonus plans, and equity refresh programs
• Run compensation cycles at scale, owning planning calendars, budget modeling, systems configuration and testing, manager enablement, approval workflows, and post-cycle audits
• Lead change management and communication, developing manager toolkits, employee-facing materials, and training so programs land with clarity and buy-in across a rapidly growing global workforce
• Build scalable infrastructure and governance, including compensation systems, controls, documentation, and SOX-aligned processes that support a global public company
• Ensure compliance with federal, state, local, and international pay regulations, including pay transparency and pay equity requirements