About the Job
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. If you’re a cl...
Make comp the reason people choose us — and the reason they stay
Required Skills & Abilities
10+ 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.
A track record designing comp structures that hold up under scrutiny: defensible, explainable, and equitable.
A track record navigating tense comp conversations — comp disputes, promotion denials, retention counters — with solutions that hold up, not just policy citations.
You work closely with Talent Acquisition, Finance, and business leaders — comp touches everyone, and you know how to translate between all of them
Experience with pay transparency practices and the regulatory landscape around them.
Experience applying AI tools to automate comp analysis or reporting at scale.
Experience in a company going through rapid growth or a strategic pivot, where the comp structure had to keep pace.
Background spanning both in-house comp leadership and consulting or advisory work.
You default to shipping a version and iterating over waiting for a perfect model.
A build mandate, not a “run the annual cycle” brief.
A Leadership and People team that wants comp to be a strategic lever, not a back-office function.
Business leaders who want a thought partner on comp, not a rate-card lookup.
An organization that backs conviction with investment.
A level and package built for owning comp end to end — not just administering it.
None of this is about prettier band charts. It's about giving our leaders a comp structure they can trust, giving our people a reason to believe we compensate fairly, and making every offer count. Let's build it!
Massachusetts Applicants:
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Our salary range reflects the cost of labor across various U.S. geographic markets. The range displayed below reflects the minimum and maximum target salaries for the position across all our US locations. The base salary offered for this position is determined by several factors, including the applicant’s job-related skills, relevant experience, education or training, and work location.
In addition to base salary, our total compensation package may include participation in the company’s annual cash bonus plan, variable compensation (OTE) for sales and customer success roles, equity, sign-on payments, and a comprehensive range of health, welfare, and wellbeing benefits based on eligibility.
Your recruiter can provide more details about the specific salary/OTE range for your preferred location during the hiring process.
