GTM Compensation Leader

Overview
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.

Core Responsibilities

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.

Key Qualifications

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

• We offer Gongsters a variety of medical, dental, and vision plans, designed to fit you and your family’s needs.
• Wellbeing Fund - flexible wellness stipend to support a healthy lifestyle.
• Mental Health benefits with covered therapy and coaching.
• 401(k) program to help you invest in your future.
• Education & learning stipend for personal growth and development.
• Flexible vacation time to promote a healthy work-life blend.
• Paid parental leave to support you and your family.
• Company-wide recharge days each quarter.
• Work from home stipend to help you succeed in a remote environment.

The annual salary hiring range for this position is $138,000 - $210,000 USD. 

Compensation is based on factors unique to each candidate, including, but not limited to, job-related skills, qualification, education, experience, and location. At Gong, we have a location-based compensation structure, which means there may be a different range for candidates in other locations. The total compensation package for this position, in addition to base compensation, may include incentive compensation, bonus, equity, and benefits. Some of our sales compensation programs also offer the potential to achieve above targeted earnings for those who exceed their sales targets. 

We are always looking for outstanding Gongsters! So if this sounds like something that interests you regardless of compensation, please reach out. We may have more roles for you to consider and would love to connect.

We have noticed a rise in recruiting impersonations across the industry, where scammers attempt to access candidates' personal and financial information through fake interviews and offers. All Gong recruiting email communications will always come from the @gong.io domain. Any outreach claiming to be from Gong via other sources should be ignored.

Gong is an equal-opportunity employer. We believe that diversity is integral to our success, and do not discriminate based on race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, military status, genetic information, or any other basis protected by applicable law.

To review Gong's privacy policy, visit https://www.gong.io/gong-io-job-candidates-privacy-notice/ for more details.