Director of Compensation and Equity

Lots of tech companies disrupt. But, many fail when they try to scale. We're different. CockroachDB makes it easier for companies to build and scale apps. This is how and why we're helping some of the most innovative companies on the planet. We tackle problems head-on and focus on solutions that create lasting impact. 

The Director of Compensation and Equity is a high-impact individual contributor role responsible for designing and executing Cockroach Labs' compensation strategy across base salary, variable pay, and equity. Reporting to the Sr. Director, People Operations & Development, this person will serve as the company's subject matter expert on compensation and equity partnering directly with senior leaders, HR Business Partners, and front-line managers to ensure our compensation programs are competitive, equitable, and built to scale. This role requires both strong analytical rigor and the ability to execute independently across the full compensation and equity lifecycle. We are looking for someone who brings deep expertise and genuine curiosity about how AI is reshaping what a single great practitioner can accomplish.

• Own the design and ongoing refinement of Cockroach Labs' global compensation philosophy, salary structures, and pay bands across all functions and levels, and lead annual review cycles -- merit, promotion, and equity refresh -- with rigor and consistency
• Evaluate the effectiveness of incentive and variable pay programs, surfacing recommendations grounded in market data and business outcomes
• Conduct and interpret market benchmarking using established survey sources (e.g., Radford, Pave, Carta), translating data into clear, actionable recommendations for leadership
• Partner with Finance on compensation budget planning, headcount modeling, and compensation expense forecasting
• Design and administer Cockroach Labs' equity compensation programs -- including option and RSU plan design, grant guidelines, and refresh frameworks -- ensuring programs remain competitive and aligned to company stage, employee expectations, and potential liquidity events
• Partner with Legal, Finance, and outside counsel on equity plan governance, 409A valuations, and regulatory compliance
• Ensure employees and managers understand the value of their equity and can speak to it clearly
• Support the development of Compensation Committee materials and contribute to executive compensation decisions in partnership with the Sr. Director, CPO, CFO, and Legal
• Partner on job architecture and leveling frameworks to ensure they remain competitive and internally equitable
• Leverage AI-powered tools and emerging compensation technology to scale analytical work, build repeatable processes, and make compensation expertise accessible across the organization.

In your first 30 days, you will orient yourself by conducting a thorough review of Cockroach Labs' existing compensation structures, equity programs, salary bands, and benchmarking methodology. You will meet with key stakeholders across People, Finance, and Legal to understand current priorities and build foundational relationships with the HRBPs, Recruiters and business leaders you will support. You will also develop a clear picture of where our compensation programs are competitive and where there are gaps, working with your manager to align on priorities that you will then move into action.

By day 60, you will identify the highest-priority opportunities for improvement across base pay, variable compensation, and equity, and begin moving on the most time-sensitive of them. You will build trust with the HRBP team by becoming a reliable and knowledgeable resource for active compensation decisions. You will also assess our current equity program relative to market and stage, and develop an initial point of view on where it needs to evolve.

By day 90, you will have established yourself as the go-to expert for compensation and equity decisions at Cockroach Labs. You will have delivered or have in-flight meaningful progress against at least one foundational priority -- whether that is a refreshed salary band framework, a refined equity grant guideline, or a benchmarking process upgrade. You will be actively engaged in ongoing compensation decisions alongside HRBPs and senior leaders, and you will be ready to support your first Compensation Committee reporting with confidence.

• 8 to 12+ years of experience in compensation, with a strong concentration in total cash and equity compensation at high-growth, global technology companies
• Deep expertise in equity program design at a growth-stage technology company, including hands-on experience with option types (ISOs, NSOs), RSUs, vesting structures, 409A implications, and secondary market considerations
• Experience designing and evolving bonus and variable compensation programs across functions, including sales compensation structures such as OTE, commission mechanics, and accelerators.
• Deep proficiency in market benchmarking methodologies and survey tools (Radford, Mercer, Carta, Pave, or comparable), with the ability to model compensation scenarios, cost impact analyses, and budget projections
• Ability to translate and communicate complex compensation concepts into clear, plain language for managers, recruiters, HRBPs, and employees at every level. 
• Demonstrated daily use of AI tools to improve the speed and quality of compensation work — including analysis, modeling, and documentation — with a consistent practice of reviewing, refining, and owning all AI-assisted output.
• Bachelor's degree in Human Resources, Business Administration, Finance, or a related field required; CCP or CEP designation is a strong plus

Lauren has spent nearly seven years growing alongside the company from 100 to over 500 employees. She leads the function across three interconnected work streams: Total Rewards, People Operations, spanning HR, compliance, immigration, and payroll; and Talent Development, which includes the HRBP team and people programs from performance cycles to career ladders.

A culture vulture born and raised in Kentucky, Lauren holds an MBA from Georgetown and built her HR foundation through roles in fintech and consulting. It’s the cringeworthy old-school HR stories collected along the way that keep her passionate about building people systems that are equitable, transparent, and built to last.

Lindsay focuses on attracting, developing, and retaining the best possible talent for Cockroach Labs. She was first exposed to the world of startups at Google Ventures then moving to Yext as the VP of People Operations, where she was responsible for growing the company from 150 to over 400 employees across the United States, the Netherlands, and the UK. When she is not at work, you can find her exploring the culinary delights of New York and attempting to recreate them at home.

Cockroach Labs is proud to be an Equal Opportunity Employer building a diverse and inclusive workforce. If you need additional accommodations to feel comfortable during your interview process, please email us at accessibility@cockroachlabs.com.

Cockroach Labs has a hybrid work model, with Roachers that are local to one of our offices coming in on Mondays, Tuesdays, and Thursdays and working flexibly the rest of the week. While we’ve learned valuable lessons working remotely, nothing can replace the connection, creativity, and fun that occurs when Roachers get together and we are committed to fostering a workplace that encourages collaboration and allows us all to do our best work.