Incentive Compensation Manager (SaaS)

TL;DR

Incentive Compensation Manager (SaaS): Leading the strategic design, implementation, and operational management of incentive compensation programs for the CRO organization with an accent on sales productivity, market competitiveness, and revenue growth. Focus on bridging traditional SaaS and consumption-based revenue models, leveraging AI-powered tools for commission processing, and partnering with executive leadership to drive strategic sales behaviors.

Location: Must be based in the United States

Salary: $139,200 - $235,200 USD

Company

hirify.global is an intelligent orchestration platform for DevSecOps, enabling organizations to increase developer productivity and accelerate digital transformation.

What you will do

• Lead annual compensation plan development in partnership with Sales, Customer Success, and Finance leadership.
• Design role-specific compensation frameworks, including quotas, accelerators, and performance tiers.
• Bridge traditional SaaS and consumption-based revenue models through hybrid quota structures and milestone-based incentives.
• Leverage AI-powered tools to streamline commission calculations and develop self-service inquiry agents.
• Model compensation scenarios to optimize the balance between motivational impact and cost efficiency.
• Serve as a trusted advisor to Sales leadership on plan design, policy decisions, and individual compensation situations.

Requirements

• Must be based in the United States
• 5+ years of progressive compensation experience, with 3-5 years focused on sales compensation design and operations.
• Deep expertise in B2B SaaS and consumption-based sales compensation models.
• Hands-on experience with compensation management systems like Xactly, CaptivateIQ, or Varicent.
• Advanced proficiency in Excel/Google Sheets modeling and data tools like SQL, Tableau, or Looker.
• Experience scaling compensation operations in high-growth SaaS companies ($500M+ ARR preferred).

Nice to have

• Experience with ASC 606 revenue recognition implications for commission payments.
• Background in designing compensation for diverse roles including AEs, SEs, CSMs, and Channel partners.

Culture & Benefits

• Flexible Paid Time Off policy.
• Equity compensation and Employee Stock Purchase Plan.
• Comprehensive health, financial, and well-being benefits.
• Home office support and Growth and Development fund.
• Inclusive culture with active Team Member Resource Groups.