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.