Head of Sales Recruiting

We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.

This is not a payroll or commission‑calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.

Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go‑to‑market functions.

Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.

Document compensation plans, policies, and governance processes to ensure clarity and consistency.

Ensure plan mechanics are supportable with available systems, data, and processes.

Assign quotas to new hires while tracking total effective capacity.

Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.

Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.

Identify compensation trends, risks, unintended consequences, and opportunities for optimization.

Provide recommendations to leadership based on data‑driven insights.

Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.

Cross‑Functional Partnership

Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.

Support communication and enablement efforts related to compensation plans and policy changes.

5+ years of experience in Sales Incentive Compensation

Experience designing and administering incentive compensation plans for complex B2B SaaS organizations

Ability to interpret complex business scenarios and apply compensation policies consistently.

Experience partnering cross‑functionally with Sales, Finance, HR, and executive leadership.

Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.

Experience with BI and analytics tools.

Understanding of quota planning, territory management, and broader GTM operations processes.

Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.

110,000.00 – $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.

*This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.

Medical, Dental, and Vision insurance

Office‑only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled

Flexible spending accounts and 401(k)

Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work‑life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.

We also offer a monthly gym reimbursement policy to support your physical health.

A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.

We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.

Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.

All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non‑merit factors.

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