Compensation Partner

Fireworks is the platform for specialized intelligence, enabling companies to build, train, and serve AI models tailored to their own data, workflows, and products. Founded by the team behind PyTorch and backed by AMD, Atreides, Benchmark Capital, Index Ventures, Lightspeed, NVIDIA, Sequoia Capital, and TCV, Fireworks powers production AI with hundreds of state-of-the-art open models across text, image, embedding, audio, and multimodal workloads. Today, Fireworks is a Series D company valued at $17.5 billion, bringing together an ambitious, collaborative team that's building the future of enterprise AI.

Compensation touches nearly every decision we make about talent. We’re hiring our first dedicated Compensation Partner — the person responsible for translating our compensation philosophy into practice. You'll build the connective tissue between what we believe about pay and how pay decisions actually get made across a fast-growing org. That means bringing rigor to how we benchmark, review, and adjust compensation, and building the systems and processes that let that rigor hold as we scale. You'll own all of it hands-on — running the market research, building the review cycle, keeping the data clean, and being the person HRBPs and leaders turn to when a pay question needs a real answer. You'll also partner closely with Finance to build out our equity framework, bringing a compensation lens to a conversation that's often driven by Finance alone.

Translate our compensation philosophy into clear strategy and practice Take our existing compensation philosophy and turn it into practical guardrails, bands, and decision frameworks that managers and HRBPs can actually use Regularly check that our real-world pay practices stay aligned with our philosophy, flagging and correcting drift as we grow Keep our compensation posture competitive and agile — able to respond to market shifts rather than only revisiting pay once a year Maintain and evolve our compensation bands Own our job architecture and salary bands, keeping them current as roles, levels, and the market evolve Run ongoing market research and benchmarking (survey data, competitive intelligence) to ensure our bands remain competitive Recommend band adjustments proactively, rather than waiting for a leader or HRBP to flag a problem Own compensation data, analysis, and systems Maintain accurate compensation data and be the source of truth Finance, People Ops, and HRBPs rely on Own compensation system implementation and administration (e.g., HRIS/Workday compensation modules), keeping the process scalable as headcount grows Turn compensation data into clear analysis and recommendations for leadership — pay equity, competitiveness, spend trends Build and run our compensation review program Design and own the end-to-end compensation review cycle — timing, guardrails, manager tools, and calibration approach Partner with HRBPs to roll the program out across their orgs, adapting company-level design to what actually works for each function Build the manager-facing tools and guidance that keep pay decisions consistent and defensible across teams Participate in designing our benefits strategy Own the strategic direction of our benefits program across geographies — what we offer, how it evolves, and how it stays competitive and cost-effective as we scale Partner with People Ops, who continue to own day-to-day benefits administration, to ensure strategy and execution stay connected Evolve the benefits framework as we expand into new locations or hit new headcount milestones Partner with Finance on equity Bring strong familiarity with equity compensation design (options, RSUs, or similar) to partner closely with Finance in building out a robust equity framework Support equity-related modeling, guidelines, and decision-making as part of the broader compensation strategy Help ensure equity practices stay consistent with our overall