FP&A Manager

Work changed. Pay didn’t.

Coverflex exists to make compensation work for everyone.
Pay is still rigid, fragmented, and hard to feel.
We turn compensation into choice — one platform, one card, one app — for benefits, meal allowance, insurance and more.

Our platform is simple for HR and meaningful for employees.
We provide choice, smarter compensation tools and empowerment.

Role: FP&A Manager
Seniority Level: Lead
Type: Manager
Languages: English (main) / Portuguese or Spanish or Italian
Main Tools: Excel / Google Sheets (advanced); SQL / BI tool exposure a plus
Location: Remote (Europe only)
Compensation:

• Base Salary: Range from 57.000€ to 62.500€ gross yearly

• Bonus / Commissions: No

• Equity: Stock Options under our Equity Incentive Plan

• Benefits: All Coverflex benefits apply

• Contract Type: Permanent

This role supports Coverflex's push toward disciplined, capital-efficient growth as the company scales toward its next funding milestones. As the business adds markets and complexity, leadership needs to keep making fast, confident decisions. This hire keeps Finance's capacity to deliver those answers scaling alongside the company.

What are the main KPIs / Goals for this position for the next 3 to 9 months?

1. Independently take over core FP&A ownership with no gaps in monthly close or board reporting.

2. Consolidate the scattered metric definitions already floating into one agreed metrics dictionary and drive adoption so it's actually the reference people use, not another doc that gets ignored.

3. Take over line management of the FP&A Specialist, including growing her reporting & analytical skills.

4. Help shape and prioritise the data, systems and organisational setup (e.g. clean/accessible data models, self-serve tooling, clear ownership) needed to answer ad-hoc business requests quickly — partnering with Data and other teams — so response times improve and the setup scales as request volume grows.

5. Strengthen forecasting and scenario analysis.

How will we measure the hired candidate's success for each KPI / Goal?

1. Board/management reporting stays on schedule with no material errors.

2. Dashboard(s) are live and genuinely used - track adoption and any drop in ad-hoc requests to Finance.

3. The metrics dictionary exists, is agreed with key stakeholders, and is visibly the reference in use — new reports/dashboards cite it, and old scattered definitions stop circulating.

4. The Specialist is visibly growing in reporting & analytical capability and gives positive feedback on the management relationship.

1. Ad-hoc requests are answered quickly because the underlying data/systems/org setup supports it — not because of a manual queue; average response time drops and stays stable even as request volume grows.

5. Forecasts consistently include structured scenario analysis, not just a single base case, and are used in planning/board discussions — stakeholders can ask "what if" questions and get a fast, credible answer.

Let’s be real - here’s what makes this role challenging:

The real difficulty isn't that anything is broken today — it's that this person needs to operate strategically across FP&A while also being comfortable partnering with other teams rather than solving the gaps alone. And, while doing so, ad-hoc requests from the business won't pause while priorities shift — this person has to keep delivering in the moment while also setting up more scalable reporting for later.

• 6+ years in finance

• SaaS (or SaaS-adjacent fintech) scale-up background

• Fluent in English

• Comfortable using data/BI outputs to inform decisions — you don't need to build dashboards yourself

• Strong financial modelling, forecasting & scenario/sensitivity analysis skills, including consolidated multi-entity/multi-market forecasts

• Deep, hands-on mastery of SaaS metrics and planning logic (ARR, NRR, churn, CAC, LTV/CAC, margins)

• Experience partnering with other teams to shape the data, systems or organisational setup behind financial reporting (e.g. data models, self-serve access, clear ownership)

• Data-modelling exposure

• SQL and/or BI tool familiarity

• You shape the playbook rather than waiting for one to be handed to you

• You look past your formal remit — if something needs doing (documenting a process, helping a teammate grow, flagging a risk), you just do it

• You take chances and learn fast rather than waiting for certainty

• You bring a real sense of urgency while staying a steady, positive presence for the team

• You communicate clearly enough to be genuinely impactful in front of senior stakeholders, not just accurate in a spreadsheet

You need a fully mapped-out playbook before you'll contribute or you need constant reassurance rather than being willing to try, misstep, and adjust

Hiring Manager: José Fernandes - Head of Finance

Location: Portugal

LinkedIn Profile

Energy: Calm yet fast-paced — focused and consistent. Not the loudest voice in the room; shows up as sustained concentration rather than high visibility or intensity.

Communication: Constructive, open and empathetic by default, direct when it needs to be — especially when an issue repeats.

Feedback Style: Continuous, with further structure through 1:1s and formal reviews.

How to work with me - in José's own words: "Working with me is steady but quick-moving: I keep the pace fast, but I balance it with rigor, so speed doesn't come at the cost of accuracy. I give feedback continuously rather than saving it all for a review, and I try to lead with empathy — though if the same issue keeps showing up, I'll be direct about it. From peers and reports alike, I hope for proactivity: a willingness to find and shape their own path, rather than always waiting to be told where to go."

You'll work day-to-day with:

Carina Testado, FP&A Specialist (reporting into you), LinkedIn

Constança Távora, Senior Finance Manager, LinkedIn

André Correia, Finance Manager, LinkedIn

Liliana Neves, Finance Lead, LinkedIn

• Rui Carvalho, COO

• Tiago Brito, Data Team

• Joana Correia, RevOps

We hire for impact and potential, not pedigree.
We welcome applications from people with non-linear careers, career breaks, caregiving gaps, and those changing fields.

No discrimination on the basis of age, disability, gender identity/expression, marital or family status, pregnancy, neurodivergence, race/ethnicity, religion/belief, sexual orientation, or any other protected ground.

Assessment fairness:
We anchor on evidence of outcomes (what you shipped, moved, or influenced).
We actively de-bias by using structured rubrics, multiple assessors, and blind screening most of the time  (we won’t know your name, gender, or personal info until the interview stage).

No cover letter required.
Apply with your LinkedIn or upload your CV.
You may be asked a few short, relevant questions.

Total candidate time investment: ~3–5 hours end-to-end.

1. CV / LinkedIn Screen — Signal check vs must-haves
• Done by People + Hiring Manager.
• You’ll hear from us within 7 business days.

2. Role-Fit Questionnaire (async)
Purpose: capture signals your CV can’t (languages, tools, scenario judgement) and calibrate seniority.
Format: multiple choice +  short answers.
Accessibility: prefer a call? Tell us - we’ll swap for a short chat.

3. Hiring Manager Interview - Deep dive into your work • 45–60 min
Structured around outcomes, decisions, and collaboration.

4. Case / Work Sample - Show how you think • ≤90 min
Use our case or bring a real artefact (deck, PR, analysis, playbook).
We assess clarity, decision quality, stakeholder thinking, and ethics.

5. Behavioural Interview - Show how you think • 45-60 min
Use our case or bring a real artefact (deck, PR, analysis, playbook).
We assess clarity, decision quality, stakeholder thinking, and ethics.

5. Final Conversation (CEO / C-Level) — Values, strategy, and your growth • 30–45 min

Optional: References (2–3 people who’ve seen your recent work) - async.

We use a few tools to reduce bias and improve documentation, not to make hiring decisions.

• Teamtailor anonymisation: profiles are reviewed without relying on names/personal identifiers.

• Meeting recording tools (e.g., Talka.ai): may be used to capture interviews so we can focus on the conversation.

• ChatGPT: may be used to turn interview notes/transcripts into clear, structured summaries.

• Decision: within 4 weeks of your application.

• Updates: weekly if the process runs longer.

• Scheduling: interviews between 10:00–16:00 CET (flexible across Europe).

• Feedback: from the Case stage onwards, you’ll always receive written or verbal feedback - what went well, and what to strengthen next time.