Jobs / United States / Cargurus INC
Director, Compensation
Cargurus INC · 🇺🇸 Boston, Massachusetts, United States
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 20 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest May 2026) — the step every H-1B hire needs first. USCIS also records 13 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Cargurus INC
The US Department of Labor certified 20 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest May 2026) — the step every H-1B hire needs first. USCIS also records 13 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Cargurus INC →
About the role
Who we are At CarGurus (NASDAQ: CARG), our mission is to give people the power to reach their destination. We started as a small team of developers determined to bring trust and transparency to car shopping. Since then, our history of innovation and go-to-market acceleration has driven industry-leading growth. In fact, we’re the largest and fastest-growing automotive marketplace, and we’ve been profitable for over 15 years. What we do The market is evolving, and we are too, moving the entire automotive journey online and guiding our customers through every step. That includes everything from the sale of an old car to the financing, purchase, and delivery of a new one. Today, tens of millions of consumers visit CarGurus.com each month, and ~30,000 dealerships use our products. But they're not the only ones who love CarGurus—our employees do, too. We have a people-first culture that fosters kindness, collaboration, and innovation, and empowers our Gurus with tools to fuel their career growth. Disrupting a trillion-dollar industry requires fresh and diverse perspectives. Come join us for the ride! Role overview We are seeking a Director of Compensation to elevate and scale our compensation programs. This leader will shape and operationalize our compensation strategy, ensuring our philosophy, programs, and practices are competitive, equitable, compliant, and aligned with our business strategy and organizational goals. The ideal candidate combines deep technical expertise with strategic influence, someone who can guide the business through complex compensation decisions while leading a small team of compensation professionals with enterprise responsibility for base pay, short-term incentives, and equity/long-term incentive programs. What you'll do Compensation Strategy & Program Leadership • Lead the design, strategy, planning, governance, and communication of broad-based and executive compensation programs, including base pay, annual incentives, equity, and long-term incentive plans. • Refine and advance our compensation philosophy to align with business priorities, market competitiveness, internal equity, and evolving workforce needs. • Conduct ongoing market research and benchmarking to ensure pay practices remain competitive and aligned with technology sector trends. • Remain current on compensation best practices and the evolving legal and regulatory landscape; assess risks and proactively recommend solutions to ensure compliance with wage-and-hour regulations and plan requirements. Incentive, Equity & Annual Planning Execution • Oversee equity plan administration, ensuring accurate recordkeeping of vesting schedules, plan compliance, and coordination of settlements in accordance with plan rules and payroll tax requirements. • Lead the annual merit, bonus, and equity planning cycles, ensuring process excellence, clear communications, and optimized technology workflows that create a seamless experience for leaders and employees. • Provide support for executive compensation programs and the Compensation Committee, ensuring governance, rigor, and alignment with company objectives. Advisory Partnership & Governance • Serve as a trusted advisor to executives, HR Business Partners, and business leaders on company pay structures, pay change recommendations, new hire offers, promotions, and complex compensation matters. • Provide expert counsel on compensation-related risks and opportunities, translating analytics into actionable business insights. • Partner cross-functionally with Finance, Legal, Payroll, and People & Talent to ensure compliance, operational rigor, and process excellence. Communication, Education & Team Leadership • Develop and execute comprehensive communication strategies that effectively articula