Tenstorrent

Staff Compensation Analyst

United States · Work style not stated

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About the role

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EmployerTenstorrent
LocationUnited States
Work styleWork style not stated
Employer posted1 month ago

Tenstorrent is leading the industry on cutting-edge AI technology, revolutionizing performance expectations, ease of use, and cost efficiency. With AI redefining the computing paradigm, solutions must evolve to unify innovations in software models, compilers, platforms, networking, and semiconductors. Our diverse team of technologists have developed a high performance RISC-V CPU from scratch, and share a passion for AI and a deep desire to build the best AI platform possible. We value collaboration, curiosity, and a commitment to solving hard problems. We are growing our team and looking for contributors of all seniorities.

At Tenstorrent, the Staff Compensation Analyst will own the building blocks of our global total rewards engine. You will run compensation and equity review cycles, guide offer governance, strengthen the data foundation behind compensation decisions, and turn complex analysis into clear recommendations for leaders across the company. This is a high-autonomy, greenfield role for someone excited to build durable programs and processes in an AI-forward environment.

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This role isfully remote, based out of North America, preferably aligned to PDT hours.

We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting.

Who You Are

An experienced compensation professional who takes ownership, works with discretion, and brings accuracy to sensitive decisions.
A builder who is comfortable creating structure where processes and systems are still evolving.
A clear, pragmatic communicator who can make compensation, equity, and dilution understandable to engineers, managers, and executives.
A collaborative, AI-curious partner who works across HR, People Operations, Finance, and business leadership while protecting confidential information.

What We Need

Own the global compensation calendar and compensation and equity review cycles, and lead complex new-hire compensation and equity decisions against internal equity and market benchmarks.
Build a trusted compensation data foundation by auditing historical records, cleaning legacy files, and keeping data consistent across Rippling, Greenhouse, and reporting systems.
Deliver executive-ready benchmarking, equity budgeting, dilution analysis, and other analytics that support leadership decisions.
Bring 5+ years of global compensation analysis or equivalent analytical People/Finance experience, expert Excel or Google Sheets financial modeling skills, end-to-end ownership of at least one full compensation cycle, and experience with multi-country, multi-currency salary structures and equity vehicles.

What You Will Learn

How to build and scale a global total rewards engine in a fast-growing, AI-forward company.
How to run compensation and equity cycles end to end, from planning and governance through executive communication.
How to turn benchmarking, internal equity, and dilution analysis into decisions leaders can act on.
How to improve the systems, data structures, and partnerships that make compensation programs consistent and trusted.

Compensation for all engineers at Tenstorrent ranges from $100k - $500k including base and variable compensation targets. Experience, skills, education, background and location all impact the actual offer made.

Tenstorrent offers a highly competitive compensation package and benefits, and we are an equal opportunity employer.

This offer of employment is contingent upon the applicant being eligible to access U.S. export-controlled technology. Due to U.S. export laws, including those codified in the U.S. Export Administration Regulations (EAR), the Company is required to ensure compliance with these laws when transferring technology to nationals of certain countries (such as EAR Country Groups D:1, E1, and E2). These requirements apply to persons located in the U.S. and all countries outside the U.S. As the position offered will have direct and/or indirect access to information, systems, or technologies subject to these laws, the offer may be contingent upon your citizenship/permanent residency status or ability to obtain prior license approval from the U.S. Commerce Department or applicable federal agency. If employment is not possible due to U.S. export laws, any offer of employment will be rescinded.

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