Engineering Leader

Why join Pave?

At Pave, our vision is simple - Make Compensation Fair. 

How are we going to get there? By building the most intelligent compensation platform, powered by the largest real-time compensation dataset on earth.

We partner with our customers to help them build and retain world-class teams through planning, communicating and benchmarking their team’s compensation in real time.  And you don’t have to just hear it from us — you can hear it from our customers: Hover, Airtable and more.

We’re growing fast, building an incredible team and product, and having plenty of fun as we do it in our San Francisco and New York City offices. 

If stretching the rubber band, building with intellectual honesty and focusing on impact sounds exciting - we highly encourage you to reach out. We’d love to partner on our journey to change the world of compensation!

Head of Engineering @ Pave:

Pave is evolving its EPD organization to align with our strategic goals and new engineering leadership is needed. Over the last year, Pave has targeted an ever increasing mature and sophisticated Enterprise customer. We are looking for Engineering leadership to help lead and adapt our Engineering teams to better meet this challenge.

The Engineering Leader will provide strategic leadership and technical direction to accelerate the transformation of our engineering practices and culture. Drives technical excellence.  Empowers a strong team culture as we scale and mature to meet the demands of our growing enterprise customer base. 

What we’re looking for:

• You have Enterprise SaaS delivery experience or equivalent Engineering experience that will help Pave Engineering mature while maintaining its strong customer and user centric engineering mindset
• Demonstrated intellectual horse-power, creativity, analytical thinking, curiosity, and technical depth. Comfort with ambiguity and wading through it
• Leadership - building and inspiring teams. Proactivity that is felt in the organization. Demonstrates learning from past experiences and mistakes. Demonstrates the impact of their leadership
• 10+ years of professional experience, with 5+ years experience leading teams
• A track record of delivering products that set a very high bar for user experience and quality
• Experience working in a high growth engineering, product, and design (EPD) organization
• Early product development experience – intentional in managing engineering trade-offs necessary during early concept validation
• Business and Product acumen. You have the ability to drive progress towards business outcomes in conjunction with engineering centric goals 

What you’ll get out of it:

• Opportunity to build truly innovative products in a space that’s massively impactful (50% of GDP on the planet is impacted by compensation)
• Work with some of the most influential tech companies in the world who are beating down our door to solve their problems around compensation 
• Fast paced in-office culture that prioritizes building relationships both with our team and our customers

Nice to haves:

• Experience with complex and highly configurable workflow-based products in an enterprise setting
• Data-as-product development experience

A final note — we highly encourage you to apply for this role, even if you don’t feel entirely qualified, or entirely sure. You never know!

 

 

Compensation, It's What We Do.

This salary range may include multiple levels. Your level is based on our assessment of your interview performance and experience, which you can always ask the hiring manager about to understand in more detail. Salary is just one component of Pave's total compensation package for employees. Your total rewards package at Pave will include equity, top-notch medical, dental and vision coverage, commuter benefits, catered lunch, an unlimited PTO policy, and many other region-specific benefits.Pave's salary range for this position $246,500—$325,000 USD

Our Compensation Philosophy

Pave’s compensation philosophy is to target the 75th percentile of the market for both cash and equity at your job level.  This means that the “mid point” of every band at Pave is the 75th percentile of the broader market.

Pave also has a merit-based philosophy when it comes to compensation increases. We run a performance cycle twice per year to evaluate employees’ performance. Higher than average performance ratings result in compensation increa