People Programs and Total Rewards Architect

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Architect the Reward Engine: Design and deploy a global compensation philosophy from first principles. You’ll build the frameworks for salary bands, leveling, and promotion guidelines that stay ahead of the hyper-competitive AI talent market.
AI-Native Operations: Lead the charge in integrating AI agents and LLM-driven workflows into People Programs and Total Rewards. Your goal is to automate and leverage agents to handle the tactical (internal FAQs, synthesizing performance feedback, building job architecture) so you can focus on the complex underlying strategy, philosophy, and change management. Use our own tech stack to automate the "ops" out of People Ops.
Future of Work Lab: Partner with our Applied AI team to drive company-wide adoption of AI tools, rethinking how AI-augmented roles change our definitions of performance, upskilling, and career velocity.
Equity Strategy & Education: Own the evolution of our global equity programs. You’ll manage forecasting and modeling while ensuring every LangChain team member deeply understands the value of their stake in our mission.
Performance Engineering: Design and run high-velocity performance and development programs that emphasize impact over activity, ensuring talent density remains elite as we scale.
Data-Driven Influence: Build real-time dashboards and predictive analytics to help leadership make future-proof decisions on workforce planning and pay equity.

6-10+ Years of Building: You have scaled People programs or Total Rewards at a high-growth tech startup.
Extreme Agency: You don't wait for a playbook; you write it. You are comfortable in the messy middle of hyper-growth and can navigate ambiguity with a technical mindset.
AI Fluency: You aren’t just a user of AI; you are an enthusiast. You understand how to leverage agents, prompt engineering, and automation to do the work of a team of five.
Quantitative Rigor: You treat a cap table and a budget like a logic puzzle. You are a pro at compensation modeling, data visualization, and financial discipline.
Product Mindset: You approach People programs with a "version 1.0 vs. version 2.0" mentality. You know when to ship a pragmatic solution and when to iterate for scale.
Global Mindset: You’ve built for distributed teams and understand the nuances of designing for a global workforce.

Radical Clarity: You can translate a complex Black-Scholes model or a tiered equity strategy into a Slack message that a new grad actually understands and values.
Systems Thinking vs. Rigid Rules: You don't build processes for the sake of process. You understand how a change in compensation impacts recruiting velocity, which impacts burn rate, which impacts product delivery.
High EQ + Low Ego: You handle some of the company’s most sensitive data with absolute discretion and act as a neutral, trusted advisor to both leadership and ICs.
Conflict as a Catalyst: You don’t shy away from the friction; you use data and empathy to drive to a fair resolution.

Build Something Great: You don’t default to standard HR. You design thoughtful, durable reward systems with a high bar for quality, aiming to make LangChain the most talent-dense company in AI.
Embrace Hot Takes: You bring informed, non-consensus opinions to the table. You aren’t afraid to kill best practices that don't work for us and propose innovative, AI-first alternatives.
Maximum Agency: You are a team of one who acts like a team of ten. You take ownership of ambiguous problems and build solutions from first principles without needing a playbook.
Run to the Roar: You lean into the most complex scaling challenges, rather than avoiding them.

Technical Builder: Experience with SQL, Python, or advanced automation tools (Claude Code, Cursor, or LangChain:) to bridge the gap between data and actionable insights.
Global Expansion Playbook: Experience designing and implementing localized Total Rewards programs across countries in APAC, EMEA, and LatAM.
M&A Experience: You’ve helped integrate teams or compensation structures during acquisitions.
Public Company Prep: An understanding of what “Enterprise Ready” looks like (SOX compliance, rigorous audit trails) and can bake that into our systems now so we don't have to rebuild them later.