Sr. Fp&A Analyst

Who we are:

Field Nation brings companies and service professionals together through an integrated, easy-to-use platform. We support businesses looking to grow their service offerings while also empowering technicians to leverage their skills on their own terms. Our mission is to help the service delivery industry do great work, and we live that mission by doing great work for the companies and service professionals that depend on us.

Why is this role important to Field Nation?

Field Nation is a two-sided B2B labor marketplace. Our economics are driven by volume, take rate,

marketplace liquidity, and the cost of the people who run the business - and the Sr. FP&A Analyst is

the person who models and analyzes it. This role is part of the analytical engine of the Finance

organization, not a reporting seat. You will build and own the core models the business teams,

executive team, and the Board use to make decisions: the driver-based operating model, the

headcount and people cost model, the cash forecast, and the business cases behind every material

investment we make. Equally important, you will be embedded with the business. You are expected

to know your assigned department leaders, sit with them, understand how their function actually

works, and translate that into numbers we can defend. Analysts who bring us the answer before we

ask the question will be really successful here. This role reports to the VP of FP&A and works directly

with the CFO regularly. We are located in downtown Minneapolis, MN - this role can be in office or remote.

What you'll get to do:

• Build, own, and continuously improve a fully driver-based headcount and people cost model - hire timing and ramp, attrition, backfills, merit, promotion, bonus accrual and gross-up, commissions, taxes and benefits loads, and fully burdened cost by department - that ties to the P&L and cash forecast and can be rebuilt from a blank sheet.
• Own the integrated three-statement operating model. P&L, balance sheet, and cash flow tie, reconcile to actuals every month, and flex on documented drivers rather than hardcoded overrides.
• Own the annual budget and quarterly reforecast cycles end to end: calendar, templates, driver interviews with business owners, consolidation, review packages, and the walk from prior forecast to current.
• Build and maintain the cash and liquidity forecast - including a rolling 13-week view - reflecting marketplace funds flow, DSO/DPO dynamics, and working capital timing.
• Serve as the embedded finance business partner to assigned departments. Hold a standing cadence with each leader, own their monthly financial review, help them manage to plan, and be the person they call before they spend money, not after.
• Deliver monthly variance analysis that explains why, in driver terms - rate versus volume, timing versus permanent, one-time versus run-rate - with a recommended action, not just a table of differences.
• Build business cases and ROI models for technology, headcount, and strategic investments. Present the base case, the downside case, and the assumptions most likely to break.
• Analyze marketplace and unit economics: GTV, take rate, work order profitability, buyer cohort retention and net dollar retention, and the contribution margin of new initiatives.
• Support Board and sponsor reporting, including KPI packages, cohort analysis, and diligence- grade supporting schedules.
• Partner with Business Intelligence and Financial Systems to automate data flow from NetSuite, Salesforce, and our HRIS, and eliminate manual pulls from recurring reporting.
• Turn around ad hoc analysis under real deadlines - clean, documented, and defensible the first time.

You might be a good fit if you have:

• Bachelor's degree in Finance, Accounting, Economics, Engineering, or another quantitative discipline. MBA or CFA is a plus, never a substitute for modeling ability.
• 5+ years in FP&A, ideally in a consumption based business (examples include Payments, Marketplaces) although not required. At least three years building models from a blank sheet rather than maintaining someone else's template.
• Demonstrated experience building a headcount and people cost model. This is a hard requirement. You will be asked to walk us through one you built and defend its architecture.
• Expert-level Excel. Multi-tab driver-based architecture, INDEX/MATCH and XLOOKUP, SUMIFS, dynamic arrays, named ranges, scenario toggles, data tables, and Power Query.
• Ability to pull your own data. Working SQL and/or hands-on experience with a BI tool such as Tableau, Power BI, Looker, or Snowflake.
• Hands-on experience with an ERP - NetSuite strongly preferred - plus ideally a CRM (Salesforce) and a payroll or HRIS system, and an understanding of how the data in each is actually structured or at a minimum how to work with data extracts from these systems
• Genuine business partnership skills. You can walk into an operating leader's office, ask better questions than they expected, and leave with a working relationship. Relationship building here is self-directed, not assigned.
• The ability to hold your own in a room. Present to VP and C-level executives, defend an assumption with data, take direct challenge without taking it personally, and change your position when the evidence says you should.
• Unfiltered communication. Bad news travels immediately and unspun, along with what you have already looked at and your initial plan.
• Intellectual honesty and precision. You know your numbers backwards and forwards.

Nice to have:

• Marketplace, platform, or other two-sided business model experience.
• Experience in a private-equity or venture-backed company with sponsor and Board reporting cycles.
• Familiarity with SaaS and subscription metrics (ARR, NDR, CAC payback, cohort economics).
• Claude or other AI experience in application in FP&A
• Experience with iPaaS or integration tooling (Workato or similar) and systems implementation.

$130,000 - $150,000 a year

At Field Nation, we share the value of transparency and enable this during our recruiting process. We believe it's important to share the compensation range to best understand the full opportunity of a role! We select our initial range based on reliable compensation survey data. Other factors we consider in setting the specific pay for an individual will generally include, among other things, experience, specialized skills, work location, and internal equity to provide competitive offers.

Additionally, every role is eligible for variable pay dependent on the position. As an agile and growing organization, the business needs may change. This may result in us hiring someone with less or more experience than the job description states. If that does happen, we will communicate the updated salary range and the new role to you as a candidate.

The range stated below is a starting point of the compensation conversation, we'd like to hear what your compensation expectations are too!

Base Salary Range | Minnesota or other Zone 3 | $130,000 - 150,000

Come as you are:

At Field Nation, we believe work is about more than checking the right boxes. If you don't meet 100% of the requirements for this role, but still feel you'd be a good fit, we want to hear from you! We review all applications and may even have another open position where you are the perfect fit.

A Note on AI:

AI isn't an add-on at Field Nation - it's embedded in how we operate. We use AI-powered solutions to work smarter, move faster, and stay ahead - and we expect our team to do the same. If you're someone who leans in, stays curious, and looks for a better way, you'll fit right in.

While we utilize AI in our recruiting process to help surface candidates, every resume and application is reviewed by an actual human. You won't get lost in an algorithm here.

Employment is contingent on passing a pre-employment background check. Your written consent will be obtained prior to a background check being performed.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.