Field Operations & Incentives Manager

ABOUT BASETEN

Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting‑edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to ship AI products.

THE ROLE

We're looking for a Field Operations & Incentives Manager to own the field‑facing layer of our Revenue Operations function. This high‑impact, cross‑functional role sits at the intersection of Sales, Finance, and GTM Strategy. You'll be the primary RevOps point of contact for the field — owning comp plan design and rollout, rules of engagement, territory and quota administration, process governance, and the operational rigor that keeps a high‑performing sales org running cleanly.

RESPONSIBILITIES

1. Compensation Plan Design & Enablement Lead the design of sales compensation plans across all quota‑carrying roles, ensuring alignment with GTM strategy, role definitions, and business objectives. Drive the process from first principles through to approved plan documents, calculators, and summary sheets. Benchmark plans against industry standards, with particular attention to consumption‑based business models. Maintain a version‑controlled library of plan documents, signed agreements, quota approvals, and exception records. Own plan rollout and field communication across enablement materials, plan walkthroughs, and real‑world earning scenarios so every rep and manager understands how their plan works and how to maximize their earnings. Serve as the front‑line resource for field comp questions, and own the comp‑specific new hire onboarding workstream: issuing plans, tracking signatures, and confirming ramp quotas and territory assignments. Partner closely with Finance on compensation cost modeling by providing plan design inputs and scenario parameters so Finance can model the cost implications of plan changes ahead of leadership decisions. 2. Territory, Quota & Rules‑of‑Engagement Management Partner with Sales Leadership to design, implement, and enable territory structures that align coverage with market opportunity. Own the quota cascade from the financial plan through to individual rep‑level distribution, ensuring targets are set accurately and on time. Design, publish, and maintain the ROE framework — governing how commissions are credited, accounts and territories are assigned, split credit is handled, and disputes are resolved. Define and maintain SOPs for field‑facing processes adjacent to comp: deal crediting, account handoffs, rep transitions, and edge case escalation. Maintain a living library of playbooks to reduce reliance on tribal knowledge. Own the intake, triage, and resolution of field‑facing changes — territory reassignments, account moves, quota adjustments, and mid‑cycle corrections — assessing downstream comp implications and partnering with Finance to ensure accurate commission processing. Lead governance for ROE exceptions, applying policies consistently while exercising sound judgment. Proactively identify and close gaps before they surface as disputes. Maintain clear documentation and an audit trail of all adjustments, approvals, and rationale, ensuring audit readiness across all field‑facing comp decisions. Define requirements for process, system, and tooling optimization and work with Central Operations to implement in order to drive ongoing efficiency. 3. Sales Productivity & Incentive Plan Effectiveness Own ongoing measurement of GTM health and incentive plan effectiveness — tracking attainment distribution, rep productivity, and payout‑to‑revenue ratios across segments and roles. Surface insights and drive recommendations for continual improvement. Make proactive, data‑driven recommendations for in‑cycle corrections and ahead of each annual planning cycle — identifying issues before they surface through field escalations. Build and maintain the reporting infrastructure that makes comp performance and sales productivity visible across the organization, in partnership with Finance and BI.

REQUIREMENTS

Experience 5‑10+ years in Revenue Operations at a high‑growth SaaS or technology company; experience at a consumption business is a plus. Demonstrated experience designing sales compensation plans across multiple quota‑carrying roles and building or governing ROE and territory management frameworks. Track record of owning cross‑functional programs with Sales, Finance, and HR stakeholders. Skills Strong analytical and financial modeling skills; proficiency with Excel/Google Sheets required; experience with ICM tools (e.g., CaptivateIQ, Everstage, Spiff, or similar) strongly preferred. Exceptional written and verbal communication — you can explain complex commission mechanics to a rep or a CFO with equal clarity. Highly organized with strong process orientation; able to manage many moving pieces without things falling through the cracks. Familiarity with Salesforce and how CRM data intersects with comp and territory workflows. A genuine love for the field. This is a front‑office role — always in front of the sales org — and this person should thrive on building trust, partnership, and solutioning alongside sales reps. Mindset You thrive on agency. You're energized by ambiguity and building programs in a fast‑moving environment. You understand that owning outcomes requires you to wear multiple hats — and that compensation is one of the most powerful drivers of sales behavior, requiring the utmost care and ownership. Precision matters to you. This program has a lot of moving pieces and a low tolerance for error — a wrong quota, a missed plan signature, or an ambiguous ROE has real consequences for real people. You bring the rigor and attention to detail to keep it all accurate and airtight. You are genuinely field‑first. You maintain a strong, ongoing connection with the sales team — not just when problems arise. You actively seek feedback, iterate on what you hear, and work hard to be seen as a trusted partner rather than a policy enforcer. You are a natural orchestrator. This role touches Sales, Finance, HR, and RevOps simultaneously. You know how to align cross‑functional stakeholders, drive clarity on ownership, keep workstreams moving in parallel, and bring the right people together at the right time — all without losing the thread.

BENEFITS

Competitive compensation, including meaningful equity. 100% coverage of medical, dental, and vision insurance for employee and dependents. Generous PTO policy including company‑wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!). Paid parental leave. Company‑facilitated 401(k). Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities. Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward‑thinking team, we would love to hear from you. At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. We are an Equal Opportunity Employer and will consider qualified applicants with criminal histories in a manner consistent with applicable law (by example, the requirements of the San Francisco Fair Chance Ordinance, where applicable). #J-18808-Ljbffr Baseten