Compensation Partner

About Us

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.

About The Role

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 it end to end and hands-on: running the market research, designing the review cycle, keeping the data clean, and serving as the person HRBPs and leaders turn to when a pay question needs a real answer. You'll also partner closely with Finance to shape our equity structure through a compensation lens.

What You'll Do

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 useRegularly check that our real-world pay practices stay aligned with our philosophy, flagging and correcting drift as we growKeep 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 evolveRun ongoing market research and benchmarking (survey data, competitive intelligence) to ensure our bands remain competitiveRecommend 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 onOwn compensation system implementation and administration (e.g., HRIS/Workday compensation modules), keeping the process scalable as headcount growsTurn 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 approachPartner with HRBPs to roll the program out across their orgs, adapting company-level design to what actually works for each functionBuild 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 scalePartner with People Ops, who continue to own day-to-day benefits administration, to ensure strategy and execution stay connectedEvolve 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 frameworkSupport equity-related modeling, guidelines, and decision-making as part of the broader compensation strategyHelp ensure equity practices stay consistent with our overall compensation philosophy

Be the go-to comp expert for HRBPs and leaders

Act as subject matter expert on pay decisions, offer approvals, and job evaluationsEducate and enable HRBPs and managers so they can confidently make and explain compensation decisions within our frameworks

What We're Looking For

6+ years of progressive compensation experience, ideally including time maintaining and evolving comp programs (bands, review cycles, market benchmarking) in a fast-growing companyDirect experience with equity compensation (options, RSUs, or similar) and comfort partnering with Finance on equity framework designStrong analytical foundation: comfortable with market data, compensation modeling, and translating data into clear recommendationsA hands-on, do-er mindset — comfortable owning the process and the details, not just setting direction for others to executeExperience partnering with HRBPs, Finance, and People Ops as equal stakeholdersExcellent written communication — able to explain compensation mechanics clearly to audiences ranging from executives to first-time managersFamiliarity with relevant compensation systems and survey data sources (e.g., Workday, Radford, Pave, Carta Total Comp)

Nice to have

Experience with sales/GTM compensation plan designExperience carrying a benefits program through international or multi-geography expansionExperience owning or heavily involved in benefits strategy (not just administration)Experience building a compensation review cycle in tandem with a performance management program

Why Fireworks?

Solve Hard Problems: Tackle challenges at the forefront of AI infrastructure, from low-latency inference to scalable model serving.Build What’s Next: Work with bleeding-edge technology that impacts how businesses and developers harness AI globally.Ownership & Impact: Join a fast-growing, passionate team where your work directly shapes the future of AI—no bureaucracy, just results.Learn from the Best: Collaborate with world-class engineers and AI researchers who thrive on curiosity and innovation.

Fireworks AI is an equal-opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all innovators.