Solutions Consultant, Data & Insights

About the role

This position centers on enabling customers to make confident, data-backed compensation decisions in complex business environments. You will own the narrative around how compensation data drives equitable pay outcomes and supports strategic workforce decisions at the executive level. The role requires fluency in market pricing logic, survey design principles, and the nuances of how data ages within dynamic labor markets. You will diagnose gaps in existing compensation strategies and advise on appropriate data sets based on role complexity, geographic scope, and industry context. Success is measured by the degree to which customers shift from intuition-based pricing to structured, evidence-based approaches. You will translate technical compensation concepts into clear, credible insights that resonate across HR, Finance, and C-suite stakeholders. This position is embedded within a customer-first organization that values clarity, transparency, and the responsible use of compensation intelligence.

Key facts

What you'll do

You will guide customers through the strategic application of compensation data, helping them understand how to price roles accurately within internal and external contexts. You will diagnose limitations in current compensation practices, including data coverage gaps, methodological blind spots, and the implications of aging market data on pay decisions. You will advise stakeholders on selecting the most appropriate data sources, taking into account role scope, industry dynamics, and regional labor market variations. You will articulate the methodology behind compensation datasets, explaining sample design, source composition, and reliability metrics in ways that build trust and confidence. You will help clients interpret market distributions, percentile trends, and band structures to align pay strategies with business objectives. You will provide objective comparisons between proprietary data, third-party surveys, and blended or modeled data approaches, highlighting trade-offs and contextual nuances. You will craft compelling narratives that connect compensation insights to talent outcomes, including attraction, retention, internal equity, and cost management. You will support executive discussions by framing data insights in terms of strategic risk, opportunity cost, and long-term value creation. You will work closely with internal sales and customer success teams to shape the technical narrative during discovery, proof-of-value, and negotiation phases. You will adapt your communication style to match the maturity of the customer, whether they are building foundational benchmarks or refining advanced market positioning. You will contribute to deal strategy by validating data assumptions and ensuring that the customer's compensation philosophy is defensible and future-ready. You will help clients move from static, annual adjustments to continuous, data-informed market sensing and decision frameworks.

Requirements

You bring 4-7+ years of experience in compensation, compensation consulting, survey analytics, or data-driven advisory roles focused on market data interpretation. You possess a deep understanding of compensation benchmarking methodologies, job evaluation principles, and the mechanics of market pricing across diverse industries and regions. You can explain complex data concepts, including sample sizes, confidence intervals, and data aging, to non-technical audiences without sacrificing accuracy or nuance. You are comfortable engaging with senior HR leaders, Total Rewards professionals, and Finance executives who rely on compensation insights for high-stakes decisions. You have a track record of influencing stakeholders through insight, credibility, and structured problem-solving rather than positional authority. You understand the implications of geographic differentials, industry-specific trends, and regulatory considerations when interpreting market data. You approach compensation strategy with an eye toward equity, transparency, and alignment with organizational objectives. You are rigorous in your assessment of data quality, coverage, and methodological soundness before drawing conclusions or making recommendations.

Nice to have

You have a background in compensation survey design, consulting practices, or labor market analytics that informs your perspective on data reliability. You are familiar with statistical concepts commonly applied to market data, such as percentile calculations, distribution shapes, and aging adjustments. You have experience supporting enterprise-wide compensation programs that span multiple job families, geographies, and regulatory environments. You have previously worked in pre-sales, customer advisory, or consultative sales roles where data interpretation and stakeholder communication were central to success.

Practical notes

This is a full-time remote position based in the United States. The role operates in a flexible, home-first work environment with no requirement to be physically present in a corporate office. Employees are expected to meet technology standards, including a stable high-speed internet connection with a minimum speed of 100 Mbps and the use of multifactor authentication on approved devices. Travel is not a core component of this role, though occasional in-person collaboration may be considered for key strategic initiatives. Candidates must be eligible to work in the United States without sponsorship for this position. No specific visa sponsorship is available for this role.

What success looks like

Customers rely on Payscale's compensation data as a trusted foundation for critical pay decisions and strategic workforce planning. You are recognized by buyers as a compensation expert whose guidance extends beyond product features to the validity and application of the data itself. Conversations evolve from tool-centric comparisons to discussions about data confidence, methodological rigor, and decision quality. You play a central role in deals where compensation strategy and data integrity are central concerns for executive stakeholders. The customer advances from reactive job pricing to a proactive, evidence-based approach that balances market dynamics, internal equity, and business goals.