Compensation Specialist

Lightning AI; New York (NY); Hybrid; USD 160,000 - 180,000; Full time

Benefits offered by this job

Health coverage

Meaningful equity

401(k) matching

Unlimited PTO

Hybrid work model

Sabbatical program

Office meals

Job summary

Lightning AI is seeking a compensation-focused leader to own and build the company’s pay and equity models, including ranges and scenario tools. You will drive annual and off-cycle planning, and translate market data into actionable recommendations for senior leadership.

The role emphasizes cross-functional collaboration, data-driven decision making, and ownership of compensation strategy in a high-growth AI/tech environment.

Qualifications

• 3+ years in compensation, strategic finance, FP&A, analytics, or a comparably quantitative role with real ownership of comp planning and the models behind it.
• Proven ability to drive compensation planning in step with business and People strategy, come ready to walk through specifics.
• Strong modeling and analytical skills: you build and maintain complex comp and equity models and translate the output into clear recommendations for senior leaders.
• A track record using market data (Radford, Pave, OpenComp, Levels.fyi, Mercer, or similar) to benchmark and calibrate pay.
• Experience partnering with cross-functional stakeholders, with deep knowledge of at least one competitive talent market (AI, infrastructure, tech, or similar)

Responsibilities

• Own the model. Build and maintain the comp and equity models, ranges, and scenario tools the company runs on, including cash-versus-equity tradeoffs. You build these yourself.
• Own the cycles. Run annual and off-cycle comp planning end to end: strategy, budget, execution. Stay hands-on through the last approval.
• Turn market data into decisions. Benchmark relentlessly against the AI, infrastructure, and tech companies we compete with for talent, using Radford, Pave, OpenComp, Levels.fyi, or similar. Ship guidance, not raw data.
• Build tools people use. Develop offer decisioning, leveling guidance, and performance-cycle resources that cross-functional teams rely on to move faster and with more confidence.
• Support performance cycles. Keep comp inputs into review and calibration accurate, consistent, and tied to strategy.
• Run it like a data function. Build reporting and dashboards that surface pay equity, offer competitiveness, and retention risk, so decisions get smarter over time.

Skills

Compensation modeling

Forecasting

Data analysis

Cross-functional collaboration

Tools

Radford

Pave

OpenComp

Levels.fyi

Mercer

Job description

Who We Are

Lightning AI is the company behind PyTorch Lightning. Founded in 2019, we build an end-to-end platform for developing, training, and deploying AI systems-designed to take ideas from research to production with less friction.

Through our merger with Voltage Park, a neocloud and AI Factory, Lightning AI combines developer-first software with cost-efficient, large-scale compute. Teams get the tools they need for experimentation, training, and production inference, with security, observability, and control built in.

We serve solo researchers, startups, and large enterprises. Lightning AI operates globally with offices in New York City, San Francisco, Seattle, and London, and is backed by Coatue, Index Ventures, Bain Capital Ventures, and Firstminute.

The Way We Work

The people who thrive here are builders who move fast, communicate openly, take ownership, and continuously improve themselves, their teams, and our company. Here's what that looks like in practice:

• Move with Urgency: We move quickly, make thoughtful decisions, and keep momentum. We value action over perfection and learn by shipping.
• Take Ownership: We own outcomes, not just our individual work. We make decisions that move the company forward and follow through.
• Communicate Openly: We communicate directly, seek to understand, and create clarity for others. Honest conversations help us move faster together.
• Build Great Teams: We lead by example, empower others, and create healthy teams where people can do their best work.
• Raise the Bar: We're always improving ourselves. We learn from feedback, consistently challenge ourselves to grow, and focus on the work that matters most.
• Think Long-Term: We design for what's next. We create scalable systems, simplify complexity, and use AI and automation to amplify our impact.

What We're Looking For

At a company scaling this fast, compensation is a modeling problem before it's an HR problem, and we're looking for someone who treats it that way.

This is a build role. You'll own compensation philosophy, incentive and equity design, and the models and tools the business actually runs on: market research turned into clear recommendations, offer and leveling frameworks that People and Finance reach for, and fast, defensible answers in the moments that matter: performance cycles, offer decisions, retention calls.

If your background comes from strategic finance, FP&A, analytics, or compensation built on real modeling, and you'd rather build the model than hand it off, keep reading.

What You'll Do

• Own the model. Build and maintain the comp and equity models, ranges, and scenario tools the company runs on, including cash-versus-equity tradeoffs. You build these yourself.
• Own the cycles. Run annual and off-cycle comp planning end to end: strategy, budget, execution. Stay hands-on through the last approval.
• Turn market data into decisions. Benchmark relentlessly against the AI, infrastructure, and tech companies we compete with for talent, using Radford, Pave, OpenComp, Levels.fyi, or similar. Ship guidance, not raw data.
• Build tools people use. Develop offer decisioning, leveling guidance, and performance-cycle resources that cross-functional teams rely on to move faster and with more confidence.
• Support performance cycles. Keep comp inputs into review and calibration accurate, consistent, and tied to strategy.
• Run it like a data function. Build reporting and dashboards that surface pay equity, offer competitiveness, and retention risk, so decisions get smarter over time.

What You'll Need

• 3+ years in compensation, strategic finance, FP&A, analytics, or a comparably quantitative role, with real ownership of comp planning and the models behind it
• Proven ability to drive compensation planning in step with business and People strategy, come ready to walk through specifics
• Strong modeling and analytical skills: you build and maintain complex comp and equity models and translate the output into clear recommendations for senior leaders
• A track record using market data (Radford, Pave, OpenComp, Levels.fyi, Mercer, or similar) to benchmark and calibrate pay
• Experience partnering with cross-functional stakeholders, with deep knowledge of at least one competitive talent market (AI, infrastructure, tech, or similar)

Nice to Have

• Background in AI, cloud/infrastructure, or data centers
• Equity and incentive design experience, including private-versus-public equity frameworks and the modeling that pre-IPO scaling demands
• Experience operating inside a rapid-scaling, pre-IPO environment, and a firsthand sense of how comp breaks and gets rebuilt at each stage

We are committed to offering competitive compensation that reflects the value each team member brings to our mission. Final offers are based on factors such as experience, skills, geographic location, and role expectations. In addition to base salary, our total rewards package for eligible roles includes a discretionary bonus, a meaningful equity component, and comprehensive benefits.

The anticipated annual base salary range for this role is:

$160,000-$180,000 USD

Benefits and Perks

We offer a comprehensive and competitive benefits package designed to support our employees’ health, well-being, and long-term success:

• Comprehensive Health Coverage: Medical, dental, and vision coverage for employees and eligible dependents.
• Meaningful Equity: RSUs that give employees a stake in the company’s long-term success.
• Retirement Savings: 401(k) matching (U.S.) and pension contributions (U.K.).
• Flexible Time Off: Unlimited PTO, company holidays, and floating holidays to support work-life balance.
• Company-Wide Winter Break: Two weeks of company closure each winter to disconnect and recharge.
• Paid Parental & Family Leave: Paid leave to support you and your family through life’s important moments.
• Professional Development: Annual learning and development allowance to support your professional growth.
• Wellness Benefits: Wellness and work-from-home stipends to support your physical and mental well-being.
• Sabbatical Program: Four weeks of paid sabbatical leave after four years of service.
• Flexible Work: Flexible schedules and a hybrid work model for our office-based teams.
• In-Office Meals: Complimentary meals at our office hubs.

Benefits may vary by location, team, and role.

At Lightning AI, we are committed to fostering an inclusive and diverse workplace. We believe that diverse teams drive innovation and create better products. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic. We are dedicated to building a culture where everyone can thrive and contribute to their fullest potential.