Equity Program Manager - Fully Remote

Mercor's People team is building its compensation and equity foundation from scratch. We want to think it through with people who have done it before.

We're looking for Total Rewards practitioners with depth in  one or both  of the following. Either one on its own is enough.

Compensation design & architecture

Built salary bands, leveling frameworks, and job architecture from the ground up

Owned an annual compensation cycle: merit planning, promotion decisions, bonus programs, equity refresh

Benchmarked against a peer set you then had to defend to a skeptical exec team

Designed incentive structures that were simple, credible, and changed behavior

Equity program management

Designed option and RSU programs: grant guidelines, pool planning, vesting structures, refresh philosophy

Worked through 409A valuations, plan governance, and grant administration at a venture-backed company

Built the modeling and communication that lets candidates and employees understand what their equity is worth

Those two are what we screen on. Nothing below is required. If you have the whole Total Rewards picture, say so.

Also valuable

Compensation philosophy, benchmarking methodology, pay equity and pay transparency

Compensation design for a global or contractor workforce at scale

Benefits program design, HRIS and compensation tooling

Executive compensation, plan governance, or equity through IPO readiness

Context
Mercor is a Series C company at a $10B valuation, scaling from roughly 500 employees, with a large global contractor network alongside a growing full-time workforce. Nothing is settled yet: what the compensation philosophy should be, how levels map across very different functions, how equity gets granted and explained.

How this works
Rate is $50–$200/hr depending on depth of experience. Engagements run a few hours at a time, scoped to one question.

We review every submission.