Jobs / United States / Social Finance INC
Staff Compensation Analyst
Social Finance INC · 🇺🇸 San Francisco, CA
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 186 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 49 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.
- What Social Finance INC paid sponsored hires in similar roles2 certified filings for “Issue Management Senior Analyst” (Accountants and Auditors) in CA: $130k–$130k, median $130k. Most were filed at wage level III (100%) — 3 lottery entries, ≈46% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- 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.
Or apply yourself on the official page →
Sponsor Radar — Social Finance INC
The US Department of Labor certified 186 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 49 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 Social Finance INC →
About the role
Employee Applicant Privacy Notice Who we are: Shape a brighter financial future with us. Together with our members, we’re changing the way people think about and interact with personal finance. We’re a next-generation financial services company and national bank using innovative, mobile-first technology to help our millions of members reach their goals. The industry is going through an unprecedented transformation, and we’re at the forefront. We’re proud to come to work every day knowing that what we do has a direct impact on people’s lives, with our core values guiding us every step of the way. Join us to invest in yourself, your career, and the financial world. The role: As a Staff Compensation Analyst, you will play a key role in shaping SoFi Technologies’ global compensation strategy and programs to attract, retain, and motivate top talent globally. This role will lead our global job architecture, compensation structures, market benchmarking, and broad-based compensation modeling. You will use expert knowledge, market data, trends, technology, and financial analysis to develop compensation frameworks that are competitive, scalable, and aligned with our compensation philosophy. You will be responsible for developing our annual cash and equity guidelines, modeling program budgets, and partnering with Finance on monthly stock-based compensation forecasting and analysis. You will also support the executive compensation function, working closely with the Executive Compensation Lead on Compensation Committee materials, executive compensation programs, and related disclosures. What you’ll do: Broad-Based Strategy & Execution • Lead global compensation benchmarking, market pricing, and the development of compensation structures, including base salary ranges, target bonuses, and long-term incentive guidelines. • Own and enhance SoFi’s global job architecture, including job families, career levels, job profiles, and related compensation frameworks. • Lead job architecture maintenance and redesign projects to support organizational design, workforce planning, career development, and talent acquisition. • Develop recommendations for annual cash and equity program budgets based on market data, business priorities, affordability, and compensation strategy. • Develop and maintain equity guidelines and model the share usage, dilution, and stock-based compensation impact of new hire, promotion, refresh, and other equity programs. • Partner with Finance on monthly stock-based compensation forecasting, variance analysis, and long-term planning. • Apply country-specific market practices and regulatory considerations to ensure compensation structures are locally competitive while remaining consistent with SoFi’s global compensation philosophy. • Monitor compensation trends, market practices, and emerging developments, providing recommendations and insights to the Compensation team and business leaders. • Partner with People, Finance, Legal, Compliance, and Talent Acquisition to ensure compensation programs support business needs and are administered consistently. Executive Compensation Support • Support the preparation of quarterly Compensation Committee and Board materials, including executive compensation analyses, scenario modeling, and executive-ready insights. • Assist with the preparation of proxy disclosures, including the Compensation Discussion and Analysis and SEC-required compensation tables, in partnership with Legal, Accounting, Finance, and Investor Relations. • Support executive compensation operations, including incentive program tracking, Compensation Committee approval materials, stock ownership policy compliance, and executive offer letter development. • Conduct executive compensation benchmarking and mark