ALBUM

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