Jobs / United States / Klaviyo INC
Head of Global Compensation
Klaviyo INC · 🇺🇸 Denver, CO
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 46 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 10 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Klaviyo INC
The US Department of Labor certified 46 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 10 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Klaviyo INC →
About the role
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. 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 how we recognize, reward, and invest in our people.. 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. • Bring a strong point of view on compensation investment, balancing market dynamics, internal equity, business priorities, and long-term financial sustainability. • Help shape our broader Total Rewards strategy, ensuring compensation works alongside benefits, recognition, and the overall employee experience. 2. Equity & Long-Term Rewards • 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. • Shape senior leadership compensation strategy and support Compensation Committee preparation, governance, and decision-making. 3. Strategic Business Partnership • Serve as a trusted advisor to People Leaders on critical hiring decisions, retention challenges, organizational changes, and compensation investments. • 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. 4. Team Leadership & Operating Model • Lead, coach, and develop a high-performing compensation team, strengthening technical capabilities, business judgment, and a culture of ownership and continuous improvement. • Rethink how compensation work gets done, using technology, automation, and AI to simplify processes, improve insights, and increase the team's impact. What You Bring: • 10+ years of progressive compensation experience, including significant leadership responsibility within a high-growth technology company. • 3+ years of proven success leading and developing a compensation team • Demonstrated experience designing, transforming, or meaningfully evolving global compensation strategies and programs within a publicly traded company. • 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