GTM Compensation & Planning Analyst (SalesOps)

Requirements

• You're an analytical, strategic SalesOps partner who turns messy GTM questions into defensible models and clear recommendations
• You build rigorous models, explain trade-offs to leaders, and execute operationally so compensation and growing headcount programs run smoothly
• You approach your work with an AI-first mindset and are constantly using AI tools to improve efficiency, reduce manual work, and accelerate analysis
• You’re curious, organized, and comfortable working across People, Finance, Sales Leadership, and Analytics
• 3+ years experience in Sales Operations, Revenue Operations or GTM Finance in a SaaS or high-growth environment
• Hands‑on experience building and maintaining forecast, quota and compensation models (commissions, accelerators, quota/OTE impacts)
• Proven AI‑native operator — you've rebuilt workflows around AI, not just used it to polish finished work. You can point to specific workflows you've automated, manual work you've eliminated, and evidence that outputs are faster, deeper, or more accurate as a result
• Advanced Google Sheets / Excel skills (scenario modeling, pivot tables, complex formulas)
• SQL fluency and experience with Salesforce (opps, territories)
• Strong written/verbal communication and experience producing executive‑ready decks
• Proven attention to detail and a control‑minded approach to payouts and comp changes
• (Desirable) Experience with compensation platforms (CaptivateIQ, Xactly, Anaplan, or similar)
• (Desirable) Prior exposure to headcount modeling and workforce cost scenarios
• (Desirable) Familiarity with forecast accuracy metrics (MAPE, bias) or formal forecasting processes
• (Desirable) Experience integrating AI tools into analytics workflows or building automation pipelines

What the job involves

• Compensation design & administration — build, test, and maintain compensation plan models (OTE, base/variable split, accelerators, SPIFs) that drive rep behavior and revenue growth
• Quota & floor design — own quota‑setting methodology and floor design across segments, roles, and geographies; run scenario modeling and sensitivity analysis; lead calibration exercises with Sales leadership
• Headcount planning & forecasting — maintain rolling headcount models by role/team and produce hiring models tied to annual planning targets
• Annual Planning support — drive the people and comp assumptions for annual planning; translate targets into quota, ramp, and comp implications and produce what‑if analyses
• Monthly performance & forecasting cadence (MPE) — own month‑end reporting (attainment, forecast vs. actuals) and recommend corrective actions
• Promotions & special programs — assess promotion impacts on pay and quotas; design SPIFs/short‑term incentives and measure program effectiveness
• Comp reporting & governance — own recurring comp reporting, ad‑hoc analyses, and audit controls; document runbooks and change‑management processes
• Systems & automation — partner with Systems/IT to maintain Salesforce and comp tooling, automate repetitive tasks, and improve data flows
• AI‑enabled productivity — build agentic workflows and automations that compress cycle times on modeling, reporting, and analysis; set the bar for what "AI-native" operating looks like on the team
• Cross‑functional partnership — translate technical models into clear recommendations and build trusted relationships with Revenue leaders, Finance, People/HR, and Recruiting
• Executive communication – Present directly with the CEO and executive team