- The GTM Compensation Leader owns the end-to-end strategy, design, and operations of sales compensation across the GTM organization
- This role is the connective layer between RevOps, Finance, and Field leadership — translating business strategy into comp plans that drive the right behaviors, scale with the business, and hold up to audit and compliance scrutiny
- You will lead a comp team, own the ICM/SPM platform, and be the primary voice on plan design, exception handling, and comp operations
- Comp Plan Design & Strategy:
- Own the design of sales compensation plans across segments (Sales, CS/RA, SDR, Partnership, Solution Engineers and otherwhere applicable) — quota, accelerators, SPIFFs, and plan mechanics
- Translate GTM strategy (new logo, expansion, retention, Healthy ARR) into comp incentives that drive the intended rep behavior
- Partner with RevOps, GTM Leadership, and Finance to align comp design to business priorities each planning cycle
- Comp Operations & Exception Handling:
- Own end-to-end comp operations: crediting, calculations, payout accuracy, and dispute resolution
- Build scalable exception-handling logic and governance so one-off requests don’t erode plan integrity
- Ensure timely, accurate payout cycles with clear audit trails
- ICM / SPM Platform Ownership:
- Serve as the business owner for the ICM/SPM tool (e.g., Varicent, Everstage) — configuration, roadmap, and vendor relationship
- Lead or oversee implementation, migration, or optimization of the platform as the comp motion scales
- Ensure the platform reflects current plan logic with minimal manual workaround
- Compliance & Finance Partnership:
- Partner with Finance/Accounting to ensure comp expense recognition is compliant with ASC 606
- Own documentation and controls needed to support audit, SOX,



and quarter/year-end close
- Ensure comp plan changes are properly evaluated for accounting and compliance impact before rollout
- Team Leadership:
- Lead and develop a sales compensation team; build a scalable operating model as headcount and plan complexity grow
- Set the bar for accuracy, responsiveness, and trust between the comp function and the field
- Change Management & Communication:
- Own communication and rollout of plan changes — clear, simple, and well-timed to the field
- Build feedback loops with field leadership to catch design issues early
- Scalable Systems & Governance:
- Build governance models (approval flows, exception thresholds, plan documentation standards) that scale without adding headcount
- Maintain a single source of truth for plan documents, rates, and quotas

Benefits

- Mental health support resources
- Work from home stipend
- Generous vacation days
- Quarterly recharge company shutdowns
- Parental leave
- Employee equity
- Commuter & parking benefits
- Retirement savings
- Training & development programs
- Employee resource groups
- Mentorship opportunities
- Adaptable wellness fund

- Hands-on experience implementing and/or owning an ICM or SPM tool — CaptivateIQ, Varicent or Everstage strongly preferred
- Strong communication and change management skills — able to explain comp mechanics simply to the field
- Based in NYC or Salt Lake City
- ASC 606 experience (comp expense recognition, accounting partnership)
- Experience leading a sales compensation team within a SaaS/tech environment
- Proven ownership of, and partnership across, comp plan design and comp operations
- Comfortable operating between strategy (plan design, GTM alignment) and execution (calculations, exceptions, payout accuracy)

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📌 GTM Compensation Leader (Gerona)
🏢 Gong
📍 Gerona