Solutions Consultant, Payscale
Data & Insights
$115-172.4k
OTE
+ Commission
More information about location
Compensation software & data
Be an early applicant
Compensation software & data
501-1000 employees
Be an early applicant
$115-172.4k
OTE
+ Commission
More information about location
501-1000 employees
Company mission
To help organizations transform pay decisions from an uncertain compromise to a confident commitment.
Role
Who you are
- This role is for someone who is fluent in compensation data, benchmarking logic, survey methodology, Payscale’s unique data set and market pricing conversations—and who can translate that expertise into clear executive-level insight
- 4–7+ years of experience in compensation, compensation consulting, survey analytics, or data-driven advisory roles
- Deep understanding of compensation benchmarking, job pricing, and market data interpretation
- Strong ability to explain data concepts to non-technical audiences without oversimplifying
- Comfort engaging with senior HR, Total Rewards, and Finance leaders
- Experience influencing decisions through insight and credibility
- If you work from home, we recommend ensuring that you can meet the following technology, equipment and workspace requirements:
- High-Speed Internet - A stable broadband or fiber connection (satellite is highly discouraged) with a minimum speed of 100 Mbps in a dedicated workspace that has a reliable Wi-Fi signal
- Device for Multifactor Authentication (MFA/2FA) - smartphone, tablet, etc
- When it matters (usually no more than a few times a year) we take the time to gather for in-person events
Desirable
- Background in compensation surveys, consulting firms, or labor market analytics
- Familiarity with statistical concepts related to market data (percentiles, distributions, aging)
- Experience supporting enterprise-level compensation programs
- Prior exposure to pre-sales or customer-facing advisory roles
What the job involves
- As a Solutions Consultant, Compensation Data & Insights, your primary responsibility is to help customers understand, trust, and apply compensation data to real business decisions
- You partner with our go-to-market organization to help customers evaluate the best data fits for them while clearly articulating how Payscale’s compensation data supports accurate, defensible, and equitable pay outcomes
- Support conversations focused on how customers price jobs, benchmark roles, manage internal equity, and respond to market movement
- Diagnose data quality issues, coverage gaps, and confidence challenges in existing compensation approaches
- Advise customers on appropriate data sets and market pricing strategies based on role scope, geography, industry, and maturity
- Explain compensation data methodology, sources, sample sizes, aging, cuts, and reliability with clarity and credibility
- Help customers interpret market ranges, percentiles, and trends to support their ideal compensation strategy
- Compare and contextualize different compensation data approaches (Payscale’s data, third party surveys, blended sources, modeled data)
- Translate compensation data into narratives that resonate with HR, Finance, and executive stakeholders
- Tie market insights to business outcomes such as attraction, retention, pay equity, and cost management
- Help customers move from reactive pricing to more proactive, data-informed compensation decisions
- Partner with Account Managers, Account Executives and our Customer facing organization to support the data side of deal strategy, technical validation, and executive discussions
- Tailor conversations to customer maturity—from foundational benchmarking to advanced market strategy
- Support customer evaluation processes with clear, defensible data positioning
- What Success Looks Like:
- Customers trust Payscale’s compensation data and understand how to apply it to their pay decisions
- Buyers view you as a compensation expert, not a product expert
- Conversations shift from tool comparisons to data confidence and decision quality
- Deals close with strong executive alignment around compensation strategy
Our take
Although pay isn't always the main motivator when it comes to selecting a new job, compensation matters for a raft of reasons. All things being equal, talent that is underpaid will pass on an uncompetitive offer and become demotivated by lower-than-market pay, and the gender gap in salaries sees women earning up to 20% less than men in the same roles which is both unfair and bad for morale.
Payscale exists to provide a clear view of a company's overall offering while at the same time providing real-time data on the jobs market, allowing HR teams to adjust compensation and price jobs instantly and accurately in line with their industry's standards. It also gives jobseekers information on expected salaries for the positions they are interested in along with a range of career planning and negotiation tools.
This approach is sorely needed, as governments are beginning to legislate on pay transparency and jobseekers are increasingly expecting to know where they stand compared to the people they'll be working next to. Already counting The Washington Post, United Healthcare and the New York Times among its customers, Payscale has grown steadily through marketing and aggressive acquisitions, and is now very well placed to take advantage of the move to benefits transparency in the HR sector.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
Company
Funding (last 2 of 4 rounds)
Jul 2011
$7m
EARLY VC
Jul 2007
$10.3m
SERIES C
Total funding: $27.5m
Company benefits
- Flexible paid time off (PTO)
- Paid holidays and floating holidays
- Company-sponsored volunteer hours
- Complimentary days off based on meeting company goals
- Comprehensive medical, dental, and vision, covered up to 100% by Payscale
- Life and disability insurance, covered up to 100% by Payscale
- Employee assistance program
- Flexible spending account
- Infertility benefits
- Company matched and immediately vested 401k
- Paid development hours
- Learning and development opportunities
- Regular pportunities to meet with executive leadership
- Annual remote work stipend for wellness or home office equipment
- 16 weeks paid parental leave
Company HQ
Pioneer Square, Seattle, WA
Leadership
Chris Hays
(CEO)Chris joined Payscale in 2024 as CEO. Prior to that, they spent nearly 8 years at ZoomInfo as the President & COO. They also spent 7 years at Inside Sales Team as a VP of Operations, and 10 years at Avaya as a Finance Director.
Lexi Clarke
(CPO)Lexi initially joined Payscale in 2020 as a Director of People, since then they have held various roles, becoming CPO in 2023. They previously worked in HR roles at Convoy, Redfin, Boeing, and One Kings Lane.
Kate Peter
(CCO)Previously a Global VP of Customer Experience at Anaplan, and Global Head of Customer Success at Harvard Business Publishing. They also spent 4 years at Gainsight in various roles, including Head of Enterprise Customer Success.
Peh Keong Teh
(CPO)They have been at Symend since 2020, previously serving as President, CPO & CTO, now serving as an Executive Advisor. Previously they spent 3 years at Salesforce as a Senior VP of Marketing Cloud, 1 year at Oracle in product Management (Oracle Bare Metal Cloud), and 10 years at Microsoft in various roles, including Principal Group Program Manager (SQL Azure).
Philip Watson
(CFO)Previously the CFO at Paddle and a Portfolio Finance & Operations Director at Hg. They also spent over 7 years at ZoomInfo in various VP roles.
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