• Execute CVRx's reimbursement strategy across an assigned geographic region • Serve as the regional subject matter expert on reimbursement, coverage, coding, payment, prior authorization, appeals, and payer policy • Partner with customers to resolve complex reimbursement challenges and improve patient access • Identify reimbursement trends and recommend scalable solutions that strengthen enterprise strategy • Support strategic customer engagements where reimbursement expertise is critical to therapy adoption • Build strong relationships with physicians, health systems, coding and billing professionals, and reimbursement stakeholders • Provide reimbursement insights that inform Market Access, Marketing, Customer Experience, Clinical, and Commercial Leadership

Role Description Our Finance team is looking for a Finance Manager to join us in helping people get their best sleep yet. Reporting to the Sr. Director of Finance, you’ll serve as a strategic finance partner and analytical engine for our business—owning forecasting, scenario modeling, and business partnership across key functions including the Product, Operations, People, Customer Support, and Design/Engineering. This is a high-impact role for someone who thrives at the intersection of rigorous financial modeling and cross-functional influence. You’ll be building the analytical frameworks that drive how we invest, operate, and grow—and you’ll bring a point of view to every conversation. This role is remote-friendly but must be based in the U.S. or Canada. Hatch is based in California, so we ask that you’re available during PST/PDT hours. What You’ll Do - Forecasting & Financial Modeling - Own the cost, cash flow, and 3-statement consolidated financial model for quarterly reforecasts and long-range planning. - Maintain the COGS rate card and ensure forecast assumptions stay aligned with operational reality. - Support investor and board reporting packages with well-structured forecasts and clear narratives on financial performance and outlook. - Strategic Business Partnership - Serve as a business finance partner bringing financial rigor to initiative planning, performance tracking, and investment decisions. - Partner with the Growth team to connect initiatives to financial outcomes, surfacing the key drivers of subscription conversion and retention. - Collaborate with Operations on inventory management and BOM/shipping/fulfillment cost efficiencies. - Partner with Analytics on metrics alignment, data infrastructure, and improving dashboarding capabilities to drive better, faster decisions. - Partner with the People team on headcount forecasting and team investment planning, ensuring alignment between hiring plans and the financial model. - Strategic Analysis & Scenario Modeling - Build unit economics reporting and analytical tools to help the business understand hardware margin drivers by product and sales channel. - Support accounting sync activities as an analytical bridge between FP&A and accounting. - Process Improvement & Tools - Drive automation and efficiency improvements across recurring workflows, including leveraging AI tools & building AI agents. - Proactively identify opportunities to reduce manual effort and build more scalable, repeatable processes across the Finance team. Qualifications - 6+ years of experience in financial planning and analysis, ideally in a consumer or subscription business. - Strong financial modeling skills with deep familiarity with integrated P&L, balance sheet, and cash flow models. - A natural collaborator who can translate complex financial analysis into clear, compelling narratives for non-finance audiences. - Demonstrated ability to build business cases and scenario models that influence real decisions. - Advanced Excel skills; experience with NetSuite or similar ERP a plus; comfort with BI tools such as Hex. - Strong organizational skills with high attention to detail and the ability to manage multiple workstreams in a fast-paced environment. - A process improvement mindset—you look for ways to automate, streamline, and level up how the team operates. - Comfortable working in ambiguity and building structure where it doesn’t yet exist. - BA/BS in Finance, Economics, Business, or a related quantitative field. - Bonus points if you have investment banking experience. Benefits - 100% paid medical, dental, and vision insurance for employees (80% for dependents, including domestic partners). - Meaningful equity—you’re an owner here. - 401(k) match (no vesting schedule!). - 16 weeks of fully paid parental leave. - 16 free therapy sessions (for you + one other adult in your life). - Financial support for family planning. - Remote office + monthly internet reimbursement. - Friends & family discounts on Hatch products. - Exclusive discounts on travel, entertainment, and top retail brands. - And so many more spontaneous perks!

Role Description The Classification and Compensation Manager is responsible for managing the classification and compensation functions for the organization. This position plans, develops, and implements new and revised compensation programs, policies, and procedures to align with the organization’s goals and competitive practices. The manager ensures that company compensation programs are consistently administered in compliance with internal policies and government regulations. This is a fulltime remote position. Selected candidate must reside in North Carolina. While there is no expectation of being in the office routinely, they may be required to report to the Alliance Home Office (Morrisville, North Carolina) for business meetings as needed. Responsibilities & Duties - Manage The Classification and Compensation Plan - Manage the Pay Structure to ensure job classifications and salary levels are captured accurately and are up to date. - Manage the administration of the compensation system to ensure consistent and equitable compensation among positions. - Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends within the industry and organizational objectives. - Manage compensation studies and salary surveys under the guidance of the Director of Talent Acquisition and Compensation. - Ensure compliance with federal, state, and local compensation laws, regulations, and contracts. - Conduct salary reviews to ensure the organization is competitive with market trends. - Advise staff on pay decisions, policy interpretations, and job evaluations. - Manage the maintenance of all relevant tracking and reporting systems to accurately capture the flow of relevant data being processed by the team. - Manage the Creation of New Jobs and Positions and Manage Changes to Existing Jobs and Positions - Collaborate with Department leadership on creation of new jobs and departmental structure changes. - Assist leaders with the development of job descriptions for each job in the organization. - Manage the job analysis process to determine FLSA classification and salary level for each job in the organization. - Ensure jobs are classified and leveled appropriately based on the specifications of the job. - Develop and Maintain Compensation Policies, Procedures, Programs, and Workflows - Design creative solutions to specific compensation-related programs and incentive plans. - Assist with the development and maintenance of compensation policies and procedures. - Analyze and refine desk procedures and workflows to improve department operations. - Develop written guides and presentations to assist in communicating and clarifying the processes, policies, and procedures to leaders and staff. - Manage and Develop Staff - Work with the Senior Director of Human Resources to recruit and retain a highly qualified and well-trained Classification and Compensation team. - Ensure staff are well trained in and comply with all organization and department policies, procedures, and business processes. - Organize workflows and ensure staff understand their roles and responsibilities. - Ensure the department has the needed tools and resources to achieve organizational goals. - Actively establish and promote a positive, diverse, and inclusive working environment. - Ensure all staff are treated with respect and dignity. - Ensure standards are transparent and applied consistently, impartially, and ethically for all team members. - Work to resolve conflicts and disputes among team. - Set goals for performance and deadlines in line with organization goals and vision. - Effectively communicate feedback and provide ongoing coaching and mentoring to staff. - Cultivate and encourage efforts to expand cross-team collaboration and partnerships. - General HR - Manage the handling of and responses to relevant cases submitted to the HR case management system. - Manage HR records according to area of responsibility by ensuring files are updated, accurate and properly documented. - Ensure employees and leaders have appropriate training and materials to assist with processes related to area of responsibility. - Assist in developing, implementing, and administering relevant HR programs and initiatives. Qualifications - Bachelor’s degree from an accredited college or university in Human Resources, Business Administration, Psychology, Sociology, or related field. - Four (4) years of experience in Human Resources including at least one (1) year of supervisory leadership experience. - Experience must include creating and maintaining job descriptions, classifying and leveling jobs into salary bands, and leading or supporting compensation studies. - Experience managing complex data in Microsoft Excel required. Requirements - Experience working as a Compensation Manager and HR Certification strongly preferred. Knowledge, Skills, & Abilities - Knowledge of classification and compensation practices. - Knowledge of employment-related laws and regulations. - Knowledge of Human Capital Management systems. - Verbal and written communication skills. - Organizational skills and attention to detail. - Time management skills with a proven ability to meet deadlines. - Analytical and problem-solving skills. - Ability to prioritize tasks and delegate tasks when appropriate. - Interpersonal and conflict resolution skills. - Ability to act with integrity, professionalism, and confidentiality. - Microsoft Office Suite. Salary Range $89,404 - $113,990/ Annually. Exact compensation will be determined based on the candidate's education, experience, external market data and consideration of internal equity. Benefits - Medical, Dental, Vision, Life, Long Term Disability. - Generous retirement savings plan. - Flexible work schedules including hybrid/remote options. - Paid time off including vacation, sick leave, holiday, management leave. - Dress flexibility.

• Lead annual compensation plan development in partnership with CRO, Sales Leadership, Customer Success, and Finance; translate business objectives into effective incentive structures • Design role-specific compensation frameworks including base/variable splits, quota-to-OTE ratios, accelerators, decelerators, thresholds, and performance tiers aligned to role expectations and market standards • Design compensation mechanics that bridge traditional SaaS (ARR/subscription) and consumption-based (usage/metered) revenue motions, including hybrid quota structures, draw mechanics, and milestone-based incentives where revenue recognition is non-linear • Leverage AI-powered tools and automation to develop self-service rep inquiry agents, streamline commission calculations, and enhance plan modeling capabilities • Develop compensation governance frameworks including plan approval workflows, exception handling, change management protocols, and ongoing plan maintenance processes • Model compensation scenarios to optimize the balance between motivational impact, cost efficiency, competitive positioning, and predictability; conduct sensitivity analysis on various business outcomes • Partner with People/Total Rewards to ensure CRO compensation programs align with GitLab's overall compensation philosophy, internal equity principles, and total rewards strategy • Design incentive mechanisms that drive strategic behaviors including new logo acquisition, expansion, consumption revenue growth, multi-year deals, product mix, and customer retention • Create SPIFs, contests, and accelerator programs to address short-term business priorities and accelerate specific outcomes (pipeline generation, deal velocity, strategic initiatives) • Develop compensation analytics frameworks to track plan effectiveness, cost efficiency, and business impact • Track key compensation metrics including average earnings, payout ratios, cost-per-dollar-sold, plan leverage, and quota attainment distribution • Model the impact of compensation changes on representative behavior, company costs, revenue outcomes, and team morale • Conduct ongoing plan performance reviews comparing actual results against design intent; recommend mid-year adjustments when warranted • Leverage AI to provide visibility into compensation spend, attainment trends, and plan performance against objectives • Perform ROI analysis on compensation investments including SPIFs, accelerators, and special programs • Partner with Sales Analytics to integrate compensation data with broader revenue performance analytics • Serve as trusted advisor to Stakeholders & Sales Leadership on all compensation-related matters including plan design, policy decisions, and individual situations • Present compensation recommendations to Sales leadership, Finance leadership, and Incentive Compensation Committee • Lead annual compensation communication campaigns including plan rollouts, training sessions, manager enablement, and field team Q&A • Manage compensation inquiries from field teams, providing clear explanations of plan mechanics, policies, and individual situations • Partner with Sales Enablement to incorporate compensation understanding into onboarding programs and ongoing training • Collaborate with Finance/FP&A on compensation expense planning, budget management, and actual-vs-plan reporting • Work with Legal and Compliance teams to ensure plan structures meet regulatory requirements across global markets • Engage with Total Rewards/People teams on holistic compensation philosophy, market data, and employee experience.