Equity Compensation and Payroll Lead

At Rox, we believe in empowering people to do their best work.

Our platform supercharges sellers with autonomous revenue agents to do the manual work so they can focus on what they do best: selling. Just as coding agents 10x’d engineering, revenue agents 10x customer work.

We are reimagining the revenue stack by building the world’s first revenue operating system, from the application layer to the system of context. With Rox, humans are evolving to orchestrators while agents manage the end-to-end customer lifecycle.

Rox powers Global 2000 leaders in banking, hardware, construction, and sovereign AI, while serving dominant AI winners like Ramp and Cognition.

Underlying all of this success is an unwavering, shared belief in the mission, with an unreasonable commitment of doing whatever it takes to make it a reality.

Nothing is possible without the world-class team, assembled to redefine how businesses operate.

Members on our team have:

• Founded and exited successful companies

• Held the highest positions at Google, AWS, Confluent, and New Relic

• Won IMO and IOI gold medals

• Published field-defining papers

We’re backed by the best, including Sequoia, General Catalyst, Google Ventures, Elad Gil, and Chris Ré.

No matter how small, we strive to make sure every detail is right. We care deeply about every interaction, both in terms of whether it helps the seller get the job done, but also how the product makes them feel. We get a visceral feeling when something is off and stop at nothing to make sure we make it right. We never settle, continuously exploring ways to delight sellers.

In all aspects of our craft, we commit. We not only are immediately reactive to customers’ requests but are proactive about driving value even before they ask. We are also obsessive about always learning and honing our craft, improving ourselves and product every single day.

Talking is easy but the difference comes from the execution. We lean heavily towards making thoughtful yet fast decisions and delivering immediately. We play in a field where trust is paramount. We earn the trust and right to empower the best sellers by forging a history of over-delivering on the promise at record speed.

Rox runs US payroll through a PEO, plus international employees through an EOR, and pays out variable compensation across several plan types every month. Today that work is split across three outsourced providers and one internal person, with no single owner. We have grown to a size where equity administration requires an owner as well.

We are hiring one person to own payroll, variable compensation and equity operations end to end: the determinations, the controls and the calendar. This is a Finance role, not an HR administration role, and not an accounting role.

• Own the single documented path by which anything enters payroll

• Maintain maker/checker separation, a change log and a published cutoff calendar

• Review and approve the commission payout file produced by RevOps before it reaches payroll

• Own the funding calendar against the PEO debit schedule

• Performance bonuses, referral bonuses, sign-on and relocation

• Calculate, document and route for approval; maintain the audit trail

• Own the earned-versus-paid accrual file delivered to close

• Restricted stock administration. Section 83(b) elections and their 30-day statutory deadline, filing evidence retention, and vesting and repurchase schedules

• Repurchase rights on termination, exercised within the contractual window

• ISO and NSO exercises, including W-2 reporting of disqualifying dispositions

• Cash-versus-equity elections and their payroll treatment

• Reconciliation between Carta and payroll

• Supplemental withholding, multi-state wage bases, and year-end W-2 accuracy

• Own the accountable-plan test under IRC 62(c)

• Determine taxability for relocation, commuter benefits above the statutory cap, and meals

• Partner with Finance Operations, who processes reimbursements; you decide what lands on a W-2

• Reconcile EOR invoices to the GL and to headcount

• Consolidate the current multi-provider EOR footprint

• Own the vendor relationship

• Annual renewal cycle, plan selection and contribution modeling

• Census accuracy, ACA reporting, 401(k) participant data

• Own the analysis and, when the company decides to move, own the transition

• Wage base continuity, state registrations, workers compensation placement, 401(k) plan spin-off

Clear boundaries matter here, so they are stated up front.

• AP, AR, collections, expense processing, Finance Operations

• Sales commission calculation and QuotaPath administration, Revenue Operations

• Month-end close, technical accounting, financial statements, Controller

• Recruiting, performance management, employee relations, People team

You approve the commission file. You do not build it.

• Payroll tax mechanics at depth. Multi-state withholding and wage bases, supplemental rates, quarterly and annual filings, and what changes when a company leaves a PEO.

• Equity administration across the full instrument set. Restricted stock and 83(b) mechanics, ISO versus NSO treatment and disqualifying dispositions, vesting and repurchase schedules, and reconciliation between a cap table system and payroll. You have administered more than one instrument type, and can steward an existing book while standing up a new one.

• Fringe benefit and accountable-plan taxability. You can explain the three-part test and apply it to a relocation package without looking it up.

• Controls instinct. You have designed or materially improved a payroll approval workflow. You do not process a file simply because someone sent it.

• 8+ years in payroll operations, stock plan administration, or a blended People/Finance operations role at a company that grew through the 100 to 300 employee range. Two prerequisites within that:

  • You have designed a payroll approval workflow, not only operated one

  • You have been through a PEO exit or a payroll platform migration

• CPP (Certified Payroll Professional) or CEP (Certified Equity Professional)

• Direct experience with a PEO exit or a payroll platform migration

• Carta or equivalent cap table administration

• Working comfort with accruals, GL coding and reconciliation, enough to hand a clean file to accounting, not to own the close

• CPA

• Technical accounting, revenue recognition, or financial statement preparation

• People management (this is an individual contributor role at hire)

• Base salary: $185,000 to $215,000, depending on depth of equity administration experience

• Equity: standard early-stage grant, four-year vest with a one-year cliff. The specific grant is discussed at offer

• Reports to the Head of Finance. Deliberately organized outside AP/AR so that payroll initiation and vendor disbursement never sit in the same seat.

• In person in the San Francisco office, five days a week. This is a company-wide Rox policy and is not negotiable.

• Medical, dental, and vision, including 100% company-paid plans for you and eligible dependents

• Company-paid life & AD&D, plus short- and long-term disability

• 401(k) with automatic enrollment

• Unlimited PTO, plus paid sick leave, company holidays, and bereavement

• Up to 20 weeks of paid parental leave at 100% pay (birth, adoption, or foster)

• Wellness stipend: $375/quarter

• Learning stipend: up to $2,000/year

• Internet & cell phone stipend: $25/month

• Mental health support, virtual care, and care navigation

• Fertility & family-building support, plus backup care membership

• Pre-tax commuter benefits (transit & parking)

• SF HQ: daily catered breakfast & lunch, meal allowances, and rideshare support when commuting to the office

Send a short note describing a payroll or equity process you designed or fixed, and what broke before you fixed it. We care more about that than a cover letter.