The posting, in AlphaSense's own words
archived Oct 2, 2026About AlphaSense:
The world’s most sophisticated companies rely on AlphaSense to remove uncertainty from decision-making. With market intelligence and search built on proven AI, AlphaSense delivers insights that matter from content you can trust. Our universe of public and private content includes equity research, company filings, event transcripts, expert calls, news, trade journals, and clients’ own research content. The acquisition of Tegus by AlphaSense in 2024 advances our shared mission to empower professionals to make smarter decisions through AI-driven market intelligence. Together, AlphaSense and Tegus will accelerate growth, innovation, and content expansion, with complementary product and content capabilities that enable users to unearth even more comprehensive insights from thousands of content sets. Our platform is trusted by over 6,000 enterprise customers, including a majority of the S&P 500. Founded in 2011, AlphaSense is headquartered in New York City with more than 2,000 employees across the globe and offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland. Come join us!
About the Role
We are looking for a Director, Compensation to lead AlphaSense's global compensation function: a results-oriented leader ready to own the full compensation lifecycle, while building a high-performing team and partnering closely with the VP, Total Rewards, Finance, Legal, and business leaders across the company. We envision this highly visible, high-impact role as a strong influencer with the business and the go-to person for all things Compensation, including base pay, short-term incentives, and long-term incentives (equity). You will lead AlphaSense's Compensation team and act as the primary owner of the company's compensation philosophy, structure, and programs. You will partner with the VP, Total Rewards on executive compensation, and serve as the owner and subject matter expert for compensation matters across the business, balancing the discipline required of a company approaching IPO with the pace and flexibility of high-growth tech. This role requires prior experience scaling compensation functions at high-growth or newly public technology companies. A flexible, growth mindset, comfort with ambiguity and change, and successfully balancing operational excellence with a sense of urgency will be critical to success in the role.
Read the full posting ↓
What You'll Do
Strategy. Define AlphaSense's multi-year compensation roadmap in alignment with market positioning that scales with the business. Own and manage the global compensation philosophy. Structural Design. Own and manage the global compensation structure across base, short-term incentives, and long-term incentives (equity), in alignment with job architecture. Program Management. Own and manage broad-based compensation programs end-to-end, including Annual and Mid-Year compensation review cycles. Executive Compensation. Partner with the VP, Total Rewards on the design, benchmarking, and administration of executive compensation programs. Prepare Compensation Committee materials in partnership with external advisors (e.g., Compensia), and support proxy and governance readiness as AlphaSense approaches IPO. Advisory. Partner with People Business Partners, business leaders, and managers to design compelling, scalable compensation solutions by seeking to understand the desired outcome, sharing market expertise, and proposing solutions. Provide guidance on complex, high-visibility compensation matters. Market Intelligence. Conduct quarterly and ad-hoc analyses to ensure external competitiveness, internal equity, and legal/pay-transparency compliance. Monitor market trends and ensure survey participation is completed to maximize our available benchmarking data set (e.g., Radford, Compa). Education & Communication. Develop training and communication tools that help managers and employees understand AlphaSense's compensation philosophy, programs, and tools. Governance. Partner with Talent Acquisition on new-hire offers and with PBPs on internal mobility and promotion guidelines. Technology & Program Administration. Partner with the People Systems team on Workday configuration for compensation cycles, and with Payroll and Equity teams to ensure accurate transmission of payment and award data. Team Leadership. Build, coach, and develop a high-performing global Compensation team, fostering a culture of ownership, operational excellence, and continuous development.