Job Description

1. GTM Variable Compensation Strategy

• Lead the design and annual refresh of all GTM variable compensation plans: commissions, SPIFs, MBO-based plans, and retention and performance bonuses across Sales, Customer Success, and Marketing
• Translate company growth objectives into differentiated, role-specific incentive structures that drive the right behaviors at each stage of the customer lifecycle
• Define plan mechanics, quota structures, accelerators, and caps in collaboration with Sales Leadership, RevOps, and Finance
• Proactively benchmark plans against market data and recommend structural changes to keep compensation competitive and aligned with business strategy
• Ensure all variable comp plans are documented, approved, and communicated clearly to all eligible employees

2. Financial Modeling, Attainment & Insights

• Own all variable compensation financials across every GTM plan: accruals, budgeting, forecasting, and multi-scenario modeling
• Build and maintain dynamic compensation models to assess the P&L impact of plan design changes, headcount shifts, quota changes, and market adjustments
• Track attainment at the team, segment, and individual level; surface patterns in performance distribution to identify coaching gaps, structural plan issues, or quota calibration problems
• Deliver regular insights to Sales and Finance leadership on payout trends, quota attainment rates, earnings distributions, and plan ROI
• Develop dashboards and reporting frameworks that provide real-time visibility into variable compensation spend versus budget
• Support monthly, quarterly, and annual financial close cycles with accurate accruals and variance analysis

3. Strategic Business Partnering

• Serve as the strategic advisor on all variable compensation matters to GTM leadership — bringing a point of view and recommendations, not just analysis
• Participate actively in GTM planning cycles including territory design, quota-setting, and headcount planning as the incentive compensation subject matter expert
• Prepare and present compensation reviews, plan effectiveness analyses, and design recommendations to senior leadership and the Compensation Committee
• Partner with HR and People teams on compensation philosophy alignment, variable pay ranges for GTM offer letters, and total rewards positioning
• Act as a trusted thought partner to Sales, Finance, HR, and RevOps — navigating competing priorities with data and clear reasoning

4. Process Ownership & Governance

• Own the end-to-end variable compensation governance framework: plan documents, approval workflows, policy controls, and audit trails
• Establish and maintain clear policies, internal controls, and documentation standards across all GTM variable pay plans
• Ensure compliance with internal controls, audit requirements, and relevant accounting standards (including ASC 340-40 commission capitalization)
• Drive continuous improvement in process efficiency, accuracy, and scalability as the business grows

5. Compensation Operations & Execution

• Oversee commission calculations, validations, and payroll coordination across all GTM plans with support from a Compensation Analyst
• Partner with Payroll, HR, and Sales Operations to ensure timely, accurate, and well-documented variable pay disbursements
• Manage reconciliation processes and resolve discrepancies with a clear audit trail
• Evaluate and manage compensation technology platforms to ensure operational efficiency and data integrity
• Facilitate thecommissionsteering committee
• Planningandexecutionofthecorporate bonus planand annualmeritprocess,asnecessary

Required

• 7–10+ years of experience in Sales Finance, GTM FP&A, or Incentive Compensation, with clear ownership of plan design and not just administration
• Demonstrated experience designing and managing variable compensation plans across multiple GTM functions beyond sales commission alone
• Strong financial modeling skills: able to build multi-scenario compensation models from scratch and translate outputs into executive-ready narratives
• Experience building attainment reporting and insights frameworks, ideally in a high-growth or scaling SaaS environment
• Experience with BI and analytics tools such as Power BI, Tableau, Looker, or equivalent
• Comfortable presenting to and influencing senior leadership; able to challenge assumptions and drive decisions with data
• Strong stakeholder management skills with a track record of navigating cross-functional complexity
• Experience leveraging AI tools to enhance compensation modeling, data analysis, or reporting workflows is expected, with a curiosity to continuously explore how emerging AI capabilities can drive efficiency and insight within the function.

Preferred

• Understanding of ASC 340-40 and commission capitalization accounting
• Experience presenting analyses to a Compensation Committee or equivalent governance body
• Background in RevOps or experience working closely with Sales Operations and systems teams
• Familiarity with CRM and revenue intelligence tools (Salesforce, Clari, or similar)

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If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us!