Rewards (Compensation + Benefits) Leader

OUR STORY

Quince was started to challenge the existing idea that nice things should cost a lot. Our mission was simple: create an item of equal or greater quality than the leading luxury brands and sell them at a much lower price. 

OUR VALUES

Customer First. Customer satisfaction is our highest priority.

High Quality. True quality is a combination of premium materials and high production standards that everyone can feel good about.

Essential design. We don’t chase trends, and we don’t sell everything.  We’re expert curators that find the very best and bring it to you at the lowest prices.

Always a better deal. Through innovation and real price transparency we want to offer the best deal to both our customers and our factory partners.  

Environmentally and Socially conscious.  We’re committed to sustainable materials and sustainable production methods. That means a cleaner environment and fair wages for factory workers.

OUR TEAM AND SUCCESS 

Quince is a retail and technology company co-founded by a team that has extensive experience in retail, technology and building early stage companies. You’ll work with a team of world-class talent from Stanford GSB, Google, D.E. Shaw, Stitch Fix, Urban Outfitters, Wayfair, McKinsey, Nike etc.

THE IDEAL CANDIDATE:

We are seeking a high-impact, analytically driven Rewards Leader to architect, scale, and continuously evolve our global compensation and benefits strategy. This role blends strategic vision with hands-on execution, making it ideal for a leader who thrives at the intersection of data, program design, and business impact. You’ll be responsible for building a best-in-class compensation infrastructure from the ground up, aligning rewards with performance, growth, and long-term value creation.

You will design and drive the development of compensation frameworks that support rapid scaling while maintaining internal equity and market competitiveness. You will build robust models to assess total rewards impact, forecast future equity needs, and measure effectiveness across geographies. By integrating compensation strategy into business planning, you will serve as a critical advisor to business leaders, hiring managers and recruiters.

This is a role with both strategic scope and operational depth. You’ll build scalable systems, develop clear policies, and drive the operational execution of our equity programs, ensuring repeatability, transparency, and fairness. Your approach will be rooted in data and analytics—leveraging internal and external sources to benchmark, analyze, and optimize our compensation philosophy.

RESPONSIBILITIES:

• Data-Driven Compensation Strategy: Build and manage compensation models and bonus programs, using multi-source data to inform structure, allocation, and competitiveness.
• Strategic Equity Program Design: Lead the creation and ongoing refinement of long-term incentive structures that scale with the business and reflect best practices.
• Leveling & Benchmarking:  Drive the development and evolution of our leveling structure and establish benchmarking practices that we ensure we are paying appropriately and strategically for top talent.
• Executive & Cross-Functional Collaboration: Act as a strategic advisor to senior leadership, recruiting, legal, and finance to ensure alignment between compensation strategy and business objectives.
• Scalable Infrastructure & Policy Development: Design the operational backbone of our compensation function, including clear policies, internal systems, and decision-making frameworks that evolve with growth.
• Benefits:  Build and manage world-class benefit and wellness programs that ensure we provide our people and their families with the support they need.
• Education & Communication: Own compensation education efforts—driving understanding, clarity, and confidence in our programs among employees, managers, and candidates.

REQUIREMENTS:

• 10+ years of experience working in fast paced, high performance cultures that are focused on recruiting and retaining top talent.
• Proven expertise in building and scaling equity programs across multiple stages of company growth and geographic markets.
• A strategic and analytical mindset with the ability to translate complex data into actionable insights that influence high-stakes decisions.
• Deep expertise in stock options, RSUs, tax implications, global equity structures, and compensation compliance.
• Experience developing compensation strategies using advanced benchmarking tools and methodologies beyond traditional market surveys.
• Strong operational execution capabilities—able to build, measure, and optimize systems, policies, and communication strategies.
• Understanding of benefit programs and practices around the world.
• Excellent stakeholder management skills with the ability to communicate complex information clearly to executive teams, candidates, and cross-functional partners.
• Comfort working in high-growth, fast-paced, and globally distributed environments.