Director, Compensation

What Youll Do:

Youll join CoreWeaves Total Rewards organization the team responsible for how we pay incentivize and retain the people building the infrastructure behind modern AI. We operate at the intersection of People Finance Legal and the business designing programs that hold up to public-company scrutiny while moving at the speed of a company still in hyper-growth.

About the role:

As Director Compensation youll own executive compensation end to end including preparation of Compensation Committee materials and executive pay recommendations developed in partnership with our independent compensation consultant. Youll 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. Youll 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.

Executive Compensation & Board Governance

• 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 CoreWeaves 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.

Executive & Leader Advisory

• 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.

Team Leadership Offers & Retention

• 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.

Compensation Programs at Scale

• 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.

Who You Are:

• 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.

• Bachelors degree in Human Resources Business Finance Economics or a related field.

Preferred: (if applicable)

• Experience at a high-growth public company.

• Experience supporting a global workforce and multi-country pay programs.

• Experience with Workday or comparable HCM and compensation planning platforms.

Wondering if youre 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 arent a 100% skill or experience match. Here are a few qualities weve found compatible with our team. If some of this describes you wed love to talk.

• Youre 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 youre comfortable creating structure where none exists yet.

• You can make a complex compensation recommendation simple clear and persuasive for whoever is in the room.

Why CoreWeave

At CoreWeave we work hard have fun and move fast! Were in an exciting stage of hyper-growth that you will not want to miss out on. Were not afraid of a little chaos and were constantly learning. Our team cares deeply about how we build our product and how we work together which is represented through our core values:

• Be Curious at Your Core
• Act Like an Owner
• Empower Employees
• Deliver Best-in-Class Client Experiences
• Achieve More Together

We support and encourage an entrepreneurial outlook and independent thinking. We foster an environment that encourages collaboration and enables the development of innovative solutions to complex problems. As we get set for takeoff the organizations growth opportunities are constantly expanding. You will be surrounded by some of the best talent in the industry who will want to learn from you too. Come join us!

The base salary range for this role is $182000 to $242000. The starting salary will be determined by job-related knowledge skills experience and the market location. We strive for both market alignment and internal equity when determining addition to base salary our total rewards package includes a discretionary bonus equity awards and a comprehensive benefits program (all based on eligibility).

What We Offer

The range weve posted represents the typical compensation range for this role. To determine actual compensation we review the market rate for each candidate which can include a variety of factors. These include qualifications experience interview performance and location.

In addition to a competitive salary we offer a variety of benefits to support your needs. The benefits below reflect our US-based offerings for full-time employees; for roles in other locations benefits vary and are shared during the hiring process. These include:

• Medical dental and vision insurance - 100% paid for by CoreWeave
• Company-paid Life Insurance
• Voluntary supplemental life insurance
• Short and long-term disability insurance
• Flexible Spending Account
• Health Savings Account
• Tuition Reimbursement
• Ability to Participate in Employee Stock Purchase Program (ESPP)
• Mental Wellness Benefits through Spring Health
• Family-Forming support provided by Carrot
• Paid Parental Leave
• Flexible full-service childcare support with Kinside
• 401(k) with a generous employer match
• Flexible PTO
• Catered lunch each day in our office and data center locations
• A casual work environment
• A work culture focused on innovative disruption

California Applicants

California Consumer Privacy Act

Equal Opportunity & Accommodations

CoreWeave is an equal opportunity employer committed to fostering an inclusive and supportive workplace. All qualified applicants and candidates will receive consideration for employment without regard to race color religion sex disability age sexual orientation gender identity national origin veteran status or genetic information.

As part of this commitment and consistent with the Americans with Disabilities Act (ADA) CoreWeave will ensure that qualified applicants and candidates with disabilities are provided reasonable accommodations for the hiring process unless such accommodation would cause an undue hardship. If reasonable accommodation is needed please contact: .

Export Control Compliance

This position requires access to export controlled information. To conform to U.S. Government export regulations applicable to that information applicant must either be (A) a U.S. person defined as a (i) U.S. citizen or national (ii) U.S. lawful permanent resident (green card holder) (iii) refugee under 8 U.S.C. 1157 or (iv) asylee under 8 U.S.C. 1158 (B) eligible to access the export controlled information without a required export authorization or (C) eligible and reasonably likely to obtain the required export authorization from the applicable U.S. government agency. CoreWeave may for legitimate business reasons decline to pursue any export licensing process.