Overview
This role is responsible for owning variable compensation strategy and execution across the organization, including commissions for the Revenue organization (100+ people) and variable bonus plans for the rest of the organization. The position includes hands-on plan refinement, proactive attainment tracking, monthly payout operations, and close partnership with Sales Leadership, RevOps, People, Accounting, and Recruiting.
Responsibilities
- Own the monthly commission cycle end to end: calculation in QuotaPath, review, approval, payroll hand-off, and dispute resolution
- Refine plan design and quota structures, including accelerators, SPIFFs, ramp, and payout curves, modeled across attainment scenarios before launch
- Partner with Sales leadership on quota setting, capacity, territory, and headcount planning
- Track attainment proactively and flag pacing risks early enough to take action
- Recommend incentive levers that move specific outcomes (new logo, expansion, retention) and quantify cost and expected return
- Own design and administration of variable bonus plans, including metrics, funding, and payout cycles
- Own variable components of offer and compensation letters (OTE, base/variable split, quota, ramp, accelerators, bonus targets) in collaboration with People and Recruiting
- Enable hiring managers and the People team on how plans work and how to accurately discuss OTE with candidates and reps
- Build attainment, cost-of-sales, and plan-effectiveness reporting in Omni and Snowflake; report total variable comp spend against plan
- Partner with Accounting on the monthly commissions accrual and ASC 606 capitalization
- Work with RevOps to keep HubSpot data clean to support calculations
- Improve variable comp execution using an ICM platform (deepen configuration, automate manual steps, reduce cycle time)
Requirements
- 6-10+ years in sales compensation, sales finance, or revenue operations at a SaaS or enterprise software company, with meaningful time owning incentive comp directly
- Demonstrated ability to influence executive stakeholders while staying detailed
- Hands-on plan design experience, including quota setting and capacity modeling for a sales team at scale
- Expert Excel/Google Sheets modeling and scenario modeling that holds up to scrutiny from a CRO and CFO
- Working knowledge of commissions accounting, including accruals and ASC 606 capitalization
- Working SQL, including ability to pull and validate your own data
- Experience with an ICM platform (QuotaPath, CaptivateIQ, Everstage, Xactly), a CRM as system of record (HubSpot preferred), and a BI tool (Omni, Looker, Tableau)
- Ability to explain plan mechanics to non-finance audiences and enable accurate representation
- Proactive operating style: surface issues and proposals early; resolve payout questions with reps without escalating further
- Knowledge of usage- or consumption-based pricing and how it complicates compensation
- Experience designing compensation across Sales and Customer Success, including variable OTE bonus plans
Preferred Qualifications
Not specified.
Compensation & Benefits
US Salary Range: $150,000 - $200,000 USD
- Competitive salary & equity
- 401(k) program with employer matching
- Health, dental, vision, and life insurance
- Short term and long term disability
- Commuter benefits
- Autonomous work environment
- Workplace setup reimbursement
- Telecomm stipend
- Flexible Time Off (FTO) + holidays
- Quarterly team gatherings
- In-office perks (in-office employees only)
Location
Not specified.
Equal Opportunity
The organization is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, genetic information, veteran status, or any other characteristic protected by applicable local laws, regulations, and ordinances.
Additional Notes
The organization may use artificial intelligence (AI) tools to support parts of the hiring process; these tools assist recruitment teams but do not replace human judgment. Final hiring decisions are ultimately made by humans.