Senior Manager, Compensation

Senior Manager, Compensation

Thumbtack helps millions of people confidently care for their homes. Thumbtack is the one app you need to take care of and improve your home from personalized guidance to AI tools and a best-in-class hiring experience. Every day in every county of the U.S., people turn to Thumbtack to complete urgent repairs, seasonal maintenance and bigger improvements. We help homeowners know which projects to do, when to do them and who to hire from our growing community of 300,000 local service businesses. If making an impact inspires you, join us. Imagine what we'll build together.

About the People Ops & Compensation Team

The People Ops & Compensation team powers Thumbtack's ability to attract, retain, and enable the talented people who help millions of homeowners and local pros thrive. We build fair, competitive compensation programs that reflect our commitment to both business sustainability and employee success. From designing job architecture and market positioning to running seamless annual cycles and equipping managers with clear guidance, we ensure every compensation decision aligns with our mission and values. Our work creates the foundation for a high-performing, values-driven culture where Thumbtackers can do their best work and have a meaningful impact.

About the Role

Compensation is more than spreadsheets and cycles, it's how we signal what we value, reward impact, and keep great people excited about building with us. As Senior Manager, Compensation, you'll be the advisor and operator who makes that happen. You'll own the programs that touch every Thumbtacker (merit, bonus, and equity) and you'll do it with a combination of analytical rigor and executive presence that makes complex tradeoffs feel clear and actionable.

This role sits at the intersection of strategy and execution. One day you're modeling scenarios for executive leadership, the next you're building manager toolkits that actually get used, and the day after that you're advising leaders through tough comp decisions with empathy and data in equal measure. You'll report to our Senior Director of People Operations & Compensation, partner across Finance and People teams, and directly manage a high-performing compensation analyst you'll help grow.

What You'll Do

• Program Leadership : Own annual / quarterly compensation cycles (merit, bonus, equity), with clear calendars, checklists, and go / no-go gates that keep stakeholders aligned and deliverables on time.
• Market Strategy & Architecture : Maintain job architecture, leveling, and market ranges using current survey data; recommend targeted adjustments to stay competitive and equitable.
• Insights & Tooling : Build models and dashboards that connect pay outcomes to budget, performance, and attrition; improve systems and workflows in partnership with People Ops and Finance.
• Executive Readiness : Build crisp analyses and narratives for executives and the Board by translating scenarios, tradeoffs, and risk into simple decisions and next steps.
• Governance & Quality : Establish controls, audits, and documentation that raise data accuracy, ensure pay decisions align with policy, and withstand SOX / Comp Committee scrutiny.
• Enablement & Comms : Create manager toolkits, FAQs, and training that clarify the "what / why" of programs and drive consistent adoption across teams.
• People Leadership : Manage and develop one compensation analyst; set clear goals, coach for excellence, and scale repeatable processes the team can run quarter after quarter.

In Order To Be Successful, You Must Bring

Expected Salary Ranges

Actual offered salaries will vary and will be based on various factors, such as calibrated job level, qualifications, skills, competencies, and proficiency for the role.