Finance Manager

Remote from: USA
Salary, yearly, USD: 140,000 - 170,000
Department: Finance & Accounting
Employment type: Full Time,
Job posted: 28 Jun 2026
Apply before: 28 Jul 2026
Experience level: Midweight
Views / Applies: 13 / 3

Real-Time Intelligence for Contact Centers

Actively Hiring

AI Summary

Cresta, a leading AI platform for customer experience, is seeking a Finance Manager to own financial planning, headcount management, and reporting. This high-impact role partners with RevOps on GTM capacity planning and supports Deal Desk on pricing, reporting directly to the Sr. Director of FP&A. Ideal candidates have 4-7 years of FP&A experience in high-growth SaaS, strong modeling skills, and a self-starter mindset. The role offers competitive compensation, equity, and the opportunity to work with cutting-edge AI tools. Cresta fosters a remote-first, inclusive culture with significant growth opportunities.

Role DNA

Job Complexity

Easy Hard

Pace & Pressure

Relaxed Fast-paced

Autonomy Level

Guided Full Ownership

Communication Load

Independent Highly Collaborative

AI Insight Requires 4-7 years of FP&A experience, financial modeling, cross-functional collaboration, and adaptability to a fast-paced startup environment, but is not overly technical or niche.

Salary Analysis

AI Insight The offered salary range of $140,000-$170,000 is above the US market median for a Finance Manager ($130,000), and competitive for a high-growth SaaS company. Total compensation includes equity and benefits, making it attractive.

Key Skills

FP&A Financial Modeling Headcount Planning GTM RevOps Deal Desk Budgeting Forecasting SaaS Cross-functional Collaboration

Cover Letter Sample

I am writing to express my strong interest in the Finance Manager role at Cresta. With over 5 years of FP&A experience at high-growth SaaS companies, I have a proven track record in financial modeling, headcount planning, and cross-functional collaboration. I am particularly drawn to Cresta's innovative AI platform and the opportunity to partner with RevOps and Deal Desk to drive business insights.

In my previous role, I owned the financial model and led the implementation of a new EPM system, resulting in a 30% reduction in reporting time. I am adept at using AI tools to streamline workflows and have successfully supported GTM capacity planning and pricing analysis. I thrive in fast-paced, ownership-driven environments and am eager to contribute to Cresta's mission of transforming customer experiences.

Thank you for considering my application. I look forward to discussing how my skills align with Cresta's goals.

Possible Interview Questions

Walk me through a financial model you built from scratch. What were the key drivers and assumptions?

I built a driver-based revenue model for a SaaS company that segmented revenue by customer cohorts. Key drivers included new customer acquisition rate, churn, expansion revenue, and average contract value. I assumed a 5% month-over-month growth in new customers and a 2% monthly churn rate based on historical data. The model allowed us to forecast revenue with 95% accuracy and identify underperforming segments.

How do you approach headcount planning and ensure alignment with departmental needs and financial targets?

I start by collaborating with department heads to understand their strategic priorities and resource requirements. I then create bottom-up models that link headcount to revenue or output metrics, such as revenue per employee. I also run scenario analyses to balance growth with cost constraints. Throughout the year, I track actual hires against plan and flag variances, adjusting forecasts as needed.

Describe a time you partnered with RevOps to optimize sales capacity planning.

At my last company, I worked with RevOps to create a territory capacity model that balanced lead distribution and quota setting. We analyzed historical win rates and sales cycle lengths to determine the optimal number of reps per region. This led to a 15% increase in quota attainment and reduced rep attrition due to burnout.

How do you handle budget variances and communicate them to leadership?

I perform a monthly variance analysis comparing actuals to budget and forecasts, identifying root causes such as timing differences or overspend. I then prepare a dashboard with key metrics and narrative explanations. For significant variances, I schedule a meeting with the department lead to discuss corrective actions and update the forecast accordingly.

Can you give an example of how you've used AI or automation tools to improve FP&A processes?

I used Python and SQL to automate data extraction from our ERP and Salesforce, reducing month-end close time by two days. Additionally, I experimented with AI tools like ChatGPT to generate narrative explanations for budget variances, which saved time and improved consistency in reporting.

Cresta unlocks the true potential of the customer experience, turning every conversation into a competitive advantage. Cresta’s unified AI platform combines conversational AI agents, real-time human agent augmentation, and comprehensive conversation intelligence to drive revenue and efficiency gains across every channel. The world’s leading companies, including United Airlines, Cox Communications, and Marriott, use Cresta to power world-class customer experiences every day.

Born from the Stanford AI Lab, Cresta has raised more than $270 million from the world’s leading investors, including a16z, Greylock, and Sequoia. Cresta’s leadership includes some of the leading minds in AI today. Our CEO, Ping Wu, founded and led Google’s Contact Center AI and Vertex AI platforms before joining Cresta to build the future of AI-driven customer experiences.

Over the next few years, AI is going to redefine how people all over the world interact with businesses every day. Come build that future at Cresta.

About the Role

As Finance Manager, you’ll be the operational engine of our FP&A function — owning financial planning, headcount management, and reporting while partnering with RevOps on GTM capacity planning and supporting Deal Desk on pricing. You’ll work directly with our Sr. Director of FP&A with high visibility into company leadership. High-ownership, high-impact, and broad in scope.

What You’ll Do

Financial Modeling & Headcount Planning Maintain the company financial model with a focus on headcount planning across departments. Manage the HC request and approval process with HR, Recruiting, and department leads. Own budget tracking and proactively flag variances.

GTM & RevOps Partnership Own sales and pipeline generation capacity planning models with RevOps. Support Deal Desk with ad-hoc pricing analysis and own the deal desk pricing and cost model.

Close Reporting Prepare month-end and quarter-end close reporting packages. Build KPI dashboards and surface insights for leadership in clear, accessible narratives.

Financial Software Tool Implementation Partner with the Sr. Director of FP&A to implement a modern Financial Planning solution, migrating our planning processes off Excel.

Qualifications

We’re looking for someone who actively explores and applies AI tools — including Claude — to automate workflows, improve analysis, and work smarter. Curiosity and initiative matter more than prior experience with any specific tool.

4–7 years of FP&A experience, ideally at a high-growth SaaS or technology company
Strong financial modeling skills in Excel with eagerness to move into a modern EPM platform
Experience with headcount planning and cross-functional budget management
Comfortable working with GTM data and partnering with RevOps or Sales Finance
Highly organized, detail-oriented, and an effective communicator with non-finance stakeholders
Self-starter who thrives with ownership in a fast-paced environment

Nice to Have

Exposure to Deal Desk, pricing analysis, or sales capacity modeling
Prior experience at a Series B–D startup

Benefits

Competitive compensation & equity, aligned with experience and market benchmarks
Comprehensive medical, dental, and vision insurance
Remote-first culture with opportunities for in-person collaboration
Professional development budget for courses, conferences, and ongoing learning
Generous PTO and holidays
Inclusive culture committed to diverse backgrounds and perspectives

Compensation at Cresta:

Cresta’s approach to compensation is simple: recognize impact, reward excellence, and invest in our people. We offer competitive, location-based pay that reflects the market and what each individual brings to the table.

The posted base salary range represents what we expect to pay for this role in a given location. Final offers are shaped by factors like experience, skills, education, and geography. In addition to base pay, total compensation includes equity and a comprehensive benefits package for you and your family.

Salary Range: $140,000 – $170,000 + Equity

We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates’ personal and financial information through fake interviews and offers. All Cresta recruiting email communications will always come from the @cresta.ai domain. Any outreach claiming to be from Cresta via other sources should be ignored. If you are uncertain whether you have been contacted by an official Cresta employee, reach out to [email protected]

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