We're hiring an FP&A Analyst to own operating expense planning and compensation analytics across the business. You'll be the financial partner to functional leaders on headcount, hiring plans, and discretionary spend — and the analytical backbone behind how we benchmark, structure, and scale our compensation programs. This is a high-visibility role that touches the AOP, board materials, and every major workforce decision the company makes.
Own the OPEX forecast across G&A, R&D, S&M, and Customer Success — partnering with department heads on monthly forecast updates, variance analysis, and reforecast cycles
Build and maintain the company-wide headcount model, including hiring plans, attrition assumptions, fully-loaded cost build-ups, and ratio analysis (e.g., R&D as % of revenue, S&M efficiency)
Lead compensation benchmarking by leveraging market data sources (Radford, Lattice) to ensure roles are competitively positioned across base, bonus, equity, and OTE
Partner with People Ops on annual merit cycles, promotion rounds, and new-hire offer guardrails — including impact modeling on the P&L
Analyze sales compensation plan design and accrual against quota attainment, working closely with the GTM finance lead on quota setting and plan economics
Support board and investor reporting with workforce metrics, OPEX trend analysis, and benchmarking against SaaS/AI peers
Build self-serve dashboards in Domo and our financial model so leaders can monitor spend and headcount in real time
Contribute to fundraising and M&A diligence workstreams, particularly around cost structure, synergy modeling, and compensation harmonization
3-6 years of FP&A experience, ideally with meaningful time at a high-growth SaaS company; investment banking, consulting, or Big 4 backgrounds welcome
Strong technical foundation: advanced Excel, comfort with financial modeling, and familiarity with BI tools (Domo, Looker, Tableau)
Working knowledge of SaaS unit economics and operating metrics (Rule of 40, CAC, magic number, Adj EBITDA)
Experience with compensation benchmarking data and frameworks; understanding of how equity (ISOs) and variable comp flow through the P&L
Sharp analytical instincts paired with the communication skills to influence non-finance leaders
Comfort operating in ambiguity and a bias toward building scalable processes
Bonus: experience with NetSuite, Adaptive Planning, or similar EPM tools; prior exposure to legal tech or vertical SaaS