Sales Compensation Manager

Our mission is to automate coding. The first step in our journey is to build the best tool for professional programmers, using a combination of inventive research, design, and engineering. Our organization is very flat, and our team is small and talent dense. We particularly like people who are truth‑seeking, passionate, and creative. We enjoy spirited debate, crazy ideas, and shipping code.

We're looking for a Sales Compensation Manager (IC) to join our Variable Compensation team within Rev Ops. This role sits on a small, fast‑moving team that owns the full lifecycle of sales compensation — from plan design and stakeholder alignment to tooling administration and payout accuracy — working closely with Rev Ops, Finance, and Sales leadership to shape how our go‑to‑market teams are paid and incentivized.

Our GTM org is scaling fast. As we expand into new segments and geographies, the number of roles and individuals on a sales compensation plan is growing with it. You'll be designing plans from the ground up, navigating ambiguity, and building the process infrastructure that makes accurate, timely commission payouts possible  you are searching for a role where you can directly impact how our sales org is motivated and rewarded, this is it.

The right person will be able to wear multiple hats — equally comfortable owning the commission calculations, the plan design, the stakeholder conversations, and enablement. If you've been the person on a small comp team who is able to balance the entire sales compensation process — you'll feel right at home.

• Design, build, and administer variable compensation plans across GTM, globally

• Implement metrics for the plans that are specific, measurable, and align with company priorities

• Own day‑to‑day commissions administration and calculations, ensuring payments are accurate and timely

• Collaborate with Finance on payout reporting, commission accruals, and ad hoc analysis

• Lead stakeholder conversations with sales leaders to understand team goals and design plans that drive the right behaviors

• Build process documentation, enablement materials, and FAQ resources

• Partner with Rev Ops on role strategy, territory formation, and quota rollout so that each rep's book and quota are correctly reflected in their plan

• Drive Q3 planning: gather Q2 leader feedback, identify what needs to change, and rebuild plans before the quarter launches

• You've owned sales compensation end-to-end — design, administration, tooling, and stakeholder management — ideally as the primary for multiple teams within GTM

• You're fluent in Excel and/or Google Sheets and know how to build reliable, auditable payout calculations from scratch

• You've worked with a comp tool (CaptivateIQ, Xactly, Varicent or similar)

• You can translate comp plan mechanics into plain language for reps and sales leaders who aren't deep in the details

• You're comfortable with ambiguity, fast‑changing priorities, and an environment where the process is still being built

• You have a background in Sales Compensation or have experience working within Rev Ops and Finance

• You bring both operational rigor and creative thinking to the work

Department:
Revenue Operations