Fireworks AI
Compensation Partner
Part remote, part office, you need to live within commuting distance of a named location.
Hybrid · San Mateo
Employer listed it 3 weeks ago · Added today
Been open since 3 weeks ago, still checked daily, but it has been live a while.
Salary
$180,000–$220,000
Location
Hybrid · San Mateo
Timezone
Not stated
Contract
Full-time
Experience
Mid
Category
Other
Published by the employer
Remote flexibility
Hybrid
This role is only partly remote, the employer expects time in the office around San Mateo, Hybrid, so you need to live within commuting distance.
What the employer says
- Source listing states candidate location: "San Mateo, Hybrid"
- Listing mentions "Hybrid"
What Nomaders makes of it
- Not suitable if you plan to move between countries
The quotes above are the employer's own words; the reading is ours. Always check the original listing and employment terms before working from another country.
About the role
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 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.
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 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
Requirements
The employer hasn't listed requirements separately, they're described in the role summary above and on the original listing.
Benefits
- ·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
How to apply
- 1Check the flexibility label above, hybrid, matches where you plan to live and work.
- 2Tailor your CV to the role at Fireworks AI, mentioning your remote working experience.
- 3Apply directly on the employer's careers page using the button below. Nomaders never handles your application.
Found 22h ago. Last checked today. Always confirm the details on the original posting, salary and location can change after publication.
Listing sourced from Company boards.
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