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 (Salt)
🏢 Gong
📍 Salt