The opportunity
At Klaviyo, we value the unique backgrounds, experiences and perspectives each Klaviyo (we call ourselves Klaviyos) brings to our workplace each and every day. We believe everyone deserves a fair shot at success and appreciate the experiences each person brings beyond the traditional job requirements.
What you'll do
Annual and off-cycle comp strategy: merit philosophy, equity refresh design, and budget modeling.
Executive and board-level comp support: materials for the compensation committee, executive offer structuring.
Partnering with Talent Acquisition on offer strategy for hard-to-fill and competitive roles.
Pay equity analysis and remediation, in partnership with Legal and People Ops.
International comp: extending our comp structures as we grow into new markets.
M&A comp — talent diligence, leveling incoming employees against our: framework, and integrating bonus and equity payout structures as we bring acquired teams on board
What they're looking for
- Special projects: the “just for this” asks from senior leadership that don't fit a template.
- + years in compensation, with real ownership of comp strategy and structure: at a growth-stage company — not just cycle administration.
- You've rebuilt or meaningfully overhauled a comp function or framework before: — leveling, market pricing, or philosophy — not just maintained one you inherited.
- Deep fluency with modern comp tools and data sources (market pricing: platforms, pay equity analytics, compensation management systems) — you've actually used them hands-on.
