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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 close but not exact match with the description, we hope you’ll still consider applying. Want to learn more about life at Klaviyo? Visit klaviyo.com/careers to see how we empower creators to own their own destiny.
Build the system that rewards builders.
At Klaviyo, we're building a company where ambitious people do the best work of their careers. We're moving fast, raising the bar, and rethinking how we operate as a technology-first company. That includes how we recognize, reward, and invest in our people.
We're looking for a Head of Global Compensation to build the next generation of our compensation strategy. Someone who understands how to design programs that reinforce our culture, reward exceptional performance, and support the ambitious people who choose Klaviyo for the work we're doing and the impact they can have.
Reporting directly to the VP of Total Rewards, you'll have the opportunity to challenge conventional thinking, rethink established practices, and create compensation programs that reflect the company we're becoming. You'll help shape our broader Total Rewards strategy, lead and develop a talented team, and partner directly with leaders on some of the most consequential people decisions we make.
We're looking for someone who loves the craft of compensation, thinks like a business leader, and gets excited about building something better.
What You'll Do: 1. Compensation Strategy & Architecture
- Lead the evolution of our global compensation philosophy, job architecture, leveling, and pay structures to support a high-performance organization.
- Design fair, market-competitive compensation programs that reinforce our builder culture, reward ownership and impact, and meaningfully differentiate exceptional performance.
- Bring a strong point of view on compensation investment, balancing market dynamics, internal equity, business priorities, and long-term financial sustainability.
- Extend our compensation frameworks into new markets, balancing global consistency with local market realities.
- Help shape our broader Total Rewards strategy, ensuring compensation works alongside benefits, recognition, and the overall employee experience.
- Own our equity compensation strategy, including new-hire grants, refresh programs, long-term incentives, and retention approaches.
- Own the multi-year equity models and budget, taking into consideration burn rate, dilution, and future investment needs.
- Partner with Finance and senior leadership to make thoughtful tradeoffs between performance, retention, ownership, and financial sustainability.
- Shape senior leadership compensation strategy and support Compensation Committee preparation, governance, and decision-making.
- Serve as a trusted advisor to People Leaders on critical hiring decisions, retention challenges, organizational changes, and compensation investments.
- Navigate complex compensation decisions with sound judgment, creativity, and a willingness to have direct conversations.
- Partner closely with Talent Acquisition to ensure our compensation approach supports the talent we want to attract and reinforces what makes Klaviyo a compelling place to grow a career.
- Translate complex compensation concepts into clear, actionable recommendations that help leaders make confident, consistent decisions.
- Lead, coach, and develop a high-performing compensation team, strengthening technical capabilities, business judgment, and a culture of ownership.
- Stay close to the work, bringing your own expertise to complex challenges and working alongside your team to deliver exceptional outcomes.
- Establish clear priorities, accountability, and operating rhythms that enable the team to move quickly and continuously improve.
- Rethink how compensation work gets done, using technology, automation, and AI to simplify processes, improve insights, and increase the team's impact.
What Success Looks Like
- A compensation strategy built for our future. Clear, fair, and market-competitive global frameworks that reinforce our builder culture and reward exceptional performance and impact.
- A sustainable approach to equity and compensation investment. Forward-looking models that give leadership confidence in how we reward our people, reinforce ownership, and manage long-term financial commitments.
- A function that leaders trust. People Leaders actively seek out the compensation team for strategic guidance, thoughtful solutions, and complex decisions.
- An exceptional team operating at a new level. A stronger, more capable compensation organization that uses technology to increase leverage, moves with urgency, and continuously raises the bar.
What You Bring
Your experience and expertise
- 10+ years of progressive compensation experience, including significant leadership responsibility within a high-growth technology company.
- Demonstrated experience designing, transforming, or meaningfully evolving global compensation strategies and programs within a publicly traded company.
- Deep expertise in compensation philosophy, job architecture, leveling, market benchmarking, base pay, annual incentives, and equity compensation.
- Strong financial and analytical capabilities, including equity modeling, burn rate, dilution, long-term incentive design, and compensation budget planning.
- Experience with executive compensation, Compensation Committee support, public-company governance, and regulatory requirements.
- A strong understanding of pay equity and evolving pay transparency requirements.
- Experience extending compensation frameworks into new markets as a company scales, balancing global consistency with local market realities.
- Proven success leading and developing compensation teams, deepening technical expertise, and creating a culture of accountability and continuous improvement.
- Hands-on experience with compensation systems, market data platforms, and analytics, with demonstrated experience in using AI and automation to improve how work gets done.
How you work
- You're a builder. You challenge assumptions, see opportunities to improve, and take ownership of making change happen.
- You think like a business leader. You understand the financial and talent implications of your decisions and make thoughtful tradeoffs.
- You lead from the work. You're comfortable setting strategy with executives, getting into the details with your team, and personally driving complex challenges through to completion.
- You develop exceptional people. You love coaching, raising the bar, and helping talented people grow into bigger responsibilities.
- You move with urgency. You make informed decisions, put ideas into practice, learn quickly, and keep improving.
Why Klaviyo?
We're entering an exciting chapter in Klaviyo's evolution, embracing a start-up mentality, moving with greater urgency, and building a company where exceptional people can have extraordinary impact. Our People organization is central to that work, and compensation is one of the ways we reinforce the culture we're building. You'll work alongside ambitious leaders, develop an exceptional team, and have the opportunity to shape how we reward the people building Klaviyo's future.
We're builders. And we're looking for someone who's excited to build with us.
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.
This role may require up to 10% travel for purposes such as new hire onboarding, client or partner work if applicable, team meetings, and industry events. Travel is coordinated in advance.
Get to Know Klaviyo
We’re Klaviyo (pronounced clay-vee-oh). We empower creators to own their destiny by making first-party data accessible and actionable like never before. We see limitless potential for the technology we’re developing to nurture personalized experiences in ecommerce and beyond. To reach our goals, we need our own crew of remarkable creators—ambitious and collaborative teammates who stay focused on our north star: delighting our customers. If you’re ready to do the best work of your career, where you’ll be welcomed as your whole self from day one and supported with generous benefits, we hope you’ll join us.
AI fluency at Klaviyo includes responsible use of AI (including privacy, security, bias awareness, and human-in-the-loop). We provide accommodations as needed.
By participating in Klaviyo’s interview process, you acknowledge that you have read, understood, and will adhere to our Guidelines for using AI in the Klaviyo interview Process. For more information about how we process your personal data, see our Job Applicant Privacy Notice.
Klaviyo is committed to a policy of equal opportunity and non-discrimination. We do not discriminate on the basis of race, ethnicity, citizenship, national origin, color, religion or religious creed, age, sex (including pregnancy), gender identity, sexual orientation, physical or mental disability, veteran or active military status, marital status, criminal record, genetics, retaliation, sexual harassment or any other characteristic protected by applicable law.
Skills Required
- 10+ years of progressive compensation experience, including significant leadership responsibility within a high-growth technology company
- Experience designing, transforming, or significantly evolving global compensation strategies and programs within a publicly traded company
- Deep expertise in compensation philosophy, job architecture, leveling, market benchmarking, base pay, annual incentives, and equity compensation
- Strong financial and analytical capabilities, including equity modeling, burn rate, dilution, long-term incentive design, and compensation budget planning
- Experience with executive compensation, Compensation Committee support, public-company governance, and regulatory requirements
- Understanding of pay equity and evolving pay transparency requirements
- Experience extending compensation frameworks into new markets while balancing global consistency with local market realities
- Proven success leading and developing compensation teams and building a culture of accountability and continuous improvement
- Hands-on experience with compensation systems, market data platforms, and analytics
- Experience using AI and automation to improve compensation processes and outcomes
What the Team is Saying
Klaviyo Compensation & Benefits Highlights
How does Klaviyo ensure its pay and bonus plans are competitive?
Klaviyo supports competitive pay through a total rewards approach that combines salary, equity, bonus opportunities, benefits, learning support and a performance culture tied to measurable impact.
- Competitive total rewards: Klaviyo’s benefits overview highlights competitive salaries, 401(k) match, employee referral bonuses, equity, an employee stock purchase plan, flexible paid time off, commuter/transit support, fitness reimbursements, mental and emotional wellbeing programming and learning support. External reviews reinforce the value of the package, with employees citing competitive pay, bonuses, RSUs, ESPP, health insurance, parental leave, unlimited PTO and learning stipends as meaningful parts of the employee experience.
- Pay connected to impact and outcomes: Klaviyo’s handbook frames performance around ownership, clarity and measurable results. The value “Know the score” states that results matter more than effort alone, while “Drivers wanted” emphasizes proactive ownership and “Be meticulous in your craft” reinforces a high bar for work quality. That creates a compensation and recognition philosophy where strong outcomes, not just activity, are central to advancement and rewards.
- Equity and long-term value: Equity is a visible part of Klaviyo’s rewards story. Klaviyo offers equity packages to all full-time employees, vesting over four years, and provides an employee stock purchase plan. That ownership opportunity sits within a growing business: in Q1 2026, Klaviyo reported $358 million in revenue, up 28% year over year, and raised full-year 2026 revenue guidance to $1.514 billion to $1.522 billion. Those business results give employees a clear connection between company performance, long-term growth and the value of ownership-based compensation.
- Rewards supported by growth and development benefits: Klaviyo’s compensation package is paired with benefits that help employees grow their careers and build long-term value. K-Pro Learn, learning stipends, mentorship, Career Architecture and manager development programs support continued skill-building. A customer success manager noted that Klaviyo offers a learning stipend for job-related coaching or training, while employee survey insights show 78% of respondents feel they are gaining the skills and experience to grow their careers.
- External signals:
- Compensation Sentiment: External reviews frequently praise Klaviyo’s competitive salary, bonuses, equity, RSUs, ESPP, 401(k) match, learning stipend and generous benefits. (Glassdoor; Comparably)
- Rewards Ratings: Comparably rates Klaviyo’s compensation an A and perks and benefits an A. (Comparably)
- Employee Value Signals: Reviews highlight PTO, health insurance, parental leave, office amenities, learning support and work-life balance as part of the overall rewards package. (Glassdoor; Comparably)
Bottom line: Klaviyo keeps compensation competitive by combining salary, bonus opportunities, equity, ESPP, retirement support, benefits and learning resources with a culture that rewards ownership, measurable outcomes and long-term impact.
Klaviyo Insights
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What We Do
Klaviyo (NYSE: KVYO) is the B2C CRM. Powered by its built-in data platform and AI, Klaviyo combines marketing automation, analytics, and customer service into one unified solution, making it easy for businesses to know their customers and grow faster. Klaviyo (CLAY-vee-oh) helps over 183,000 brands like Mattel, Glossier, Daily Harvest, and Liquid Death deliver 1:1 experiences at scale, improve efficiency, and drive revenue.
Why Work With Us
We refer to our employees as ‘Klaviyos’, and we make up a diverse community united around shared values: We’re curious, collaborative, driven, innovative, fun, and fully ourselves at work. No matter which team you join, your work won’t just impact Klaviyo. It’ll help empower our customers and enable creators across the globe to own their destinies.
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Klaviyo Offices
Hybrid Workspace
Employees engage in a combination of remote and on-site work.
