FP&A Manager

• This role supports Coverflex’s push toward disciplined, capital-efficient growth as the company scales toward its next funding milestones
• As the business adds markets and complexity, leadership needs to keep making fast, confident decisions
• This hire keeps Finance’s capacity to deliver those answers scaling alongside the company
• What are the main KPIs / Goals for this position for the next 3 to 9 months?
• Independently take over core FP&A ownership with no gaps in monthly close or board reporting
• Consolidate the scattered metric definitions already floating into one agreed metrics dictionary and drive adoption so it’s actually the reference people use, not another doc that gets ignored
• Take over line management of the FP&A Specialist, including growing her reporting & analytical skills
• Help shape and prioritise the data, systems and organisational setup (e.g. clean/accessible data models, self-serve tooling, clear ownership) needed to answer ad-hoc business requests quickly — partnering with Data and other teams — so response times improve and the setup scales as request volume grows
• Strengthen forecasting and scenario analysis
• How will we measure the hired candidate’s success for each KPI / Goal?
• Board/management reporting stays on schedule with no material errors
• Dashboard(s) are live and genuinely used - track adoption and any drop in ad-hoc requests to Finance
• The metrics dictionary exists, is agreed with key stakeholders, and is visibly the reference in use — new reports/dashboards cite it, and old scattered definitions stop circulating
• The Specialist is visibly growing in reporting & analytical capability and gives positive feedback on the management relationship
• Ad-hoc requests are answered quickly because the underlying data/systems/org setup supports it — not because of a manual queue; average response time drops and stays stable even as request volume grows
• Forecasts consistently include structured scenario analysis, not just a single base case, and are used in planning/board discussions — stakeholders can ask “what if” questions and get a fast, credible answer
• Reality Check - What Makes This Role Hard:
• Let’s be real - here’s what makes this role challenging:
• The real difficulty isn’t that anything is broken today — it’s that this person needs to operate strategically across FP&A while also being comfortable partnering with other teams rather than solving the gaps alone
• And, while doing so, ad-hoc requests from the business won’t pause while priorities shift — this person has to keep delivering in the moment while also setting up more scalable reporting for later
• Your Team:
• You’ll work day-to-day with:
• Carina Testado, FP&A Specialist (reporting into you), LinkedIn
• Constança Távora, Senior Finance Manager, LinkedIn
• André Correia, Finance Manager, LinkedIn
• Liliana Neves, Finance Lead, LinkedIn
• Key Stakeholders:
• Rui Carvalho, COO
• Tiago Brito, Data Team
• Joana Correia, RevOps

Benefits

• 📚 €1000 Personal Growth budget
• 👩‍⚕️ Premium Health Insurance
• 🌴 25+3 days paid time off
• 🖥️ Workstation + €500 Onboarding budget
• 👩🏻‍💻 Fully Remote + €1000 Remote Work budget

• Fluent in English
• Experience partnering with other teams to shape the data, systems or organisational setup behind financial reporting (e.g. data models, self-serve access, clear ownership)
• Strong financial modelling, forecasting & scenario/sensitivity analysis skills, including consolidated multi-entity/multi-market forecasts
• Comfortable using data/BI outputs to inform decisions — you don’t need to build dashboards yourself
• 6+ years in finance
• SaaS (or SaaS-adjacent fintech) scale-up background
• Deep, hands-on mastery of SaaS metrics and planning logic (ARR, NRR, churn, CAC, LTV/CAC, margins)
• Languages: English (main) / Portuguese or Spanish or Italian
• You bring a real sense of urgency while staying a steady, positive presence for the team
• You communicate clearly enough to be genuinely impactful in front of senior stakeholders, not just accurate in a spreadsheet
• You shape the playbook rather than waiting for one to be handed to you
• You look past your formal remit — if something needs doing (documenting a process, helping a teammate grow, flagging a risk), you just do it
• You take chances and learn fast rather than waiting for certainty
• Data-modelling exposure
• SQL and/or BI tool familiarity

• No cover letter required
• Apply with your LinkedIn or upload your CV
• You may be asked a few short, relevant questions
• Total candidate time investment: ~3–5 hours end-to-end
• Hiring Stages (What to Expect, Why & How Long)

1. CV / LinkedIn Screen — Signal check vs must-haves:

• CV / LinkedIn Screen — Signal check vs must-haves:
• Done by People + Hiring Manager
• You’ll hear from us within 7 business days
• Role-Fit Questionnaire (async):
• Purpose: capture signals your CV can’t (languages, tools, scenario judgement) and calibrate seniority
• Format: multiple choice + short answers
• Accessibility: prefer a call? Tell us - we’ll swap for a short chat
• Hiring Manager Interview - Deep dive into your work:
• 45–60 min Structured around outcomes, decisions, and collaboration
• Case / Work Sample - Show how you think:
• ≤90 min Use our case or bring a real artefact (deck, PR, analysis, playbook).
  We assess clarity, decision quality, stakeholder thinking, and ethics
• Behavioural Interview - Show how you think:
• 45-60 min Use our case or bring a real artefact (deck, PR, analysis, playbook).
  We assess clarity, decision quality, stakeholder thinking, and ethics
• Final Conversation (CEO / C-Level) — Values, strategy, and your growth 30–45 min
• Optional: References (2–3 people who’ve seen your recent work) - async
• Speed & Communication:
• Decision: within 4 weeks of your application
• Updates: weekly if the process runs longer
• Scheduling: interviews between 10:00–16:00 CET (flexible across Europe)
• Feedback: from the Case stage onwards, you’ll always receive written or verbal feedback - what went well, and what to strengthen next time