Pricing Analyst

Role Summary

Oddball believes that the best products are built when companies understand and value the things they are working on. We value learning and growth and the ability to make a big impact at a small company. We believe that we can make big changes happen and improve the daily lives of millions of people by bringing quality software to the federal space.

We're looking for a Pricing Analyst to join our Growth team, supporting the pricing strategy and proposal efforts that help Oddball win and grow federal contracts.

Responsibilities

• Build and maintain pricing models and cost inputs using Microsoft Excel and related tools for various contract types (FFP, T&M, Cost plus, IDIQ, OTA)
• Support development of price narratives, business volumes, and basis of estimate ( BOE ) documentation
• Analyze RFPs , RFQs , including Q&A and other solicitations for pricing requirements, cost risk, and compliance considerations
• Review cost inputs from internal teams and subcontractors for completeness, accuracy, and reasonableness
• Perform cost realism and reasonableness analysis
• Assist in Price to Win (PTW) analysis and competitive pricing research
• Support subcontractor pricing analysis and help facilitate pricing working sessions
• Prepare and present financials, including cash flow analysis, to leadership during pricing reviews
• Ensure final pricing models and artifacts comply with solicitation requirements and FAR/DFARS regulations
• Maintain accurate historical pricing data, templates, and supporting documentation for audits and compliance reviews
• Collaborate with finance, growth, and operations teams throughout the capture-to-submission lifecycle, including negotiation

Requirements

• 3+ years of pricing or financial analysis experience, ideally in a government contracting environment
• Solid Microsoft Excel skills including financial modeling and cost analysis
• Familiarity with FAR/DFARS and government contract pricing regulations with specific emphasis on FAR Part 12 and 15
• Strong attention to detail with the ability to manage multiple proposals simultaneously
• Certified Pricing Professional (CPP) or similar certification is a plus
• Thrives in a remote, collaborative environment and genuinely enjoys working across cross-functional teams
• Communicates clearly and openly, whether presenting pricing recommendations to leadership or coordinating with teammates

Applicants must be authorized to work in the United States. In alignment with federal contract requirements, certain roles may also require U.S. citizenship and the ability to obtain and maintain a federal background investigation and/or a security clearance.

Education

• Bachelor's degree in finance, accounting, economics, or a related field
• At Oddball , it’s important each employee is compensated competitively and fairly. In alignment with state legal requirements. A range for the included position is listed below. Be advised, actual offer details are determined by job category, job location, and candidate skill level.
• United States Wage Range: $100,000 – $140,000

Benefits

• Fully remote
• Annual stipend
• Comprehensive Benefits Package
• Company Match 401(k) plan
• Flexible PTO, Paid Holidays

Additional Information

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

Oddball is an Equal Opportunity Employer and does not discriminate against applicants based on race, religion, color, disability, medical condition, legally protected genetic information, national origin, gender, sexual orientation, marital status, gender identity or expression, sex (including pregnancy, childbirth or related medical conditions), age, veteran status or other legally protected characteristics. Any applicant with a mental or physical disability who requires an accommodation during the application process should contact an Oddball HR representative to request such an accommodation by emailing

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)