Senior Associate, FP&A
About The Position
We're hiring a Senior Associate, FP&A to be the analyst behind our marketplace levers — recruiter incentives and retainers, pricing and take rate, unit economics, and vertical P&Ls. You'll run the monthly budget vs. actuals review, maintain the operating model with our VP Finance, and be the analytical partner leadership leans on for pricing and incentive decisions. You'll report to our VP Finance and work closely with our accounting team. This is a builder role. Marketplace economics are more interesting than a standard SaaS P&L — take rates, recruiter supply, roles posted, time-to-hire, and placement timing all drive revenue — and you'll build the analysis the company runs on.
Requirements
- 3–5 years in FP&A, strategic finance, investment banking, PE, or top-tier consulting, with at least 1–2 years building models an operating team actually used.
- Expert spreadsheet modeling — three-statement, driver-based forecasts, and scenario analysis.
- Comfortable presenting numbers to executives and turning an ambiguous question into a clear answer.
- High ownership, low ego, and fast. Your work goes straight to the exec team and board.
Nice To Haves
- experience at a marketplace, fintech, or usage-based business
- a Series B–C fundraise
- hands-on with a planning tool (Pigment, Anaplan) or SQL/BI (Metabase, Looker)
- Experience in multi-sided / marketplace businesses
- Has owned analysis of a marketing subsidy or incentive program
- Has built the take-rate or pricing model at a marketplace and defended it to leadership
- Has run a monthly BvA where department leads had to explain their variances to them
- Has worked from raw transaction data (SQL or exports), not just a finance system's outputs
- Has gone through a raise on the company side: model, data room, diligence questions
Responsibilities
- Maintain the operating model with the VP Finance. Keep the drivers current — revenue, GMV, headcount, OpEx — and support the annual plan and quarterly reforecasts.
- Model marketplace levers. Recruiter incentives and retainers, pricing and take rate, and fee structures — build the analysis behind each decision and track what happens after it ships.
- Own unit economics. GMV, net revenue, take rate, recruiter payouts, cohort behavior, LTV:CAC, and payback — the numbers leadership makes pricing and incentive calls on.
- Run budget vs. actuals. Monthly BvA and department-level flux review with our accounting team, with clear variance explanations for leadership.
- Build the metrics layer. Partner with RevOps and BizOps to define metrics and build the dashboards leadership uses every week.
- Automate with AI. We use AI heavily across the company and expect finance to as well — recurring reporting shouldn't be manual.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
Education Level
No Education Listed
