Senior Sales Compensation Analyst

Clio is the global leader in legal AI technology, empowering legal professionals and law firms of every size to work smarter, faster, and more securely. 

We are transforming the legal experience for all by bettering the lives of legal professionals while increasing access to justice.

We are currently seeking a Senior Sales Compensation Analyst to join our Revenue Operations team. In this role, you'll own a meaningful share of Clio's monthly commission execution while also partnering with the Director of Revenue Compensation on plan design, policy, and the strategic questions that shape how we incentivize our GTM organization. We're looking for someone who can run the process with rigor and zoom out to think about what the numbers are telling us.

Revenue Operations drives growth by supporting our revenue-generating and revenue-retaining teams. We work closely with Sales, Marketing, Finance, Channel, Customer Enablement, and Customer Support to provide insights and recommendations, improve efficiency of GTM motions, and enable GTM teams to be innovative and self-sufficient. Sales Compensation sits at the heart of that — turning strategy into the plans, quotas, and incentives that move the business, and ensuring every rep is paid accurately and on time.

You take pride in getting commission execution right — accurate payouts, clean audits, well-documented processes — and you're equally comfortable stepping back to ask bigger questions about plan design, quota setting, and what the data says about our GTM motion. You're hands-on with the monthly cycle but think beyond it. When handed a loosely defined problem, you can structure it, gather the right inputs, and bring back a recommendation. You may come from a sales compensation background, a strategic RevOps or finance role, or a management consulting firm — what matters is that you bring both operational discipline and strategic curiosity.

• Partner with the Director of Revenue Compensation on the design, modeling, and refinement of sales compensation plans, SPIFFs, and incentive structures — translating GTM strategy into plan mechanics that drive the right rep behavior.

• Manage end-to-end commission processing and audit cycles, ensuring accurate and timely payouts and rigorous internal controls across multiple systems.

• Investigate and resolve commission inquiries from sales reps and managers in a timely, professional manner, building trust with the GTM organization.

• Diagnose patterns across attainment, payout, and pipeline data to surface insights and recommend changes to plan design, quota setting, and territory construction.

• Prepare and validate sales data used by payroll for commission and incentive calculations, meeting weekly deadlines.

• Identify and lead process and system improvements (commission tooling, documentation, controls, policy) to scale the comp function as Clio grows.

• Maintain comprehensive documentation of plan logic, calculation methodology, audit procedures, and policy decisions.
   

• 4+ years of progressive experience in sales compensation, revenue operations, business operations, strategic finance, or management consulting.

• A track record of executing complex, deadline-driven processes with accuracy — and of stepping back to improve them.

• Comfort working through loosely defined problems: structuring the question, gathering inputs, and driving to a clear recommendation without needing a fully scoped brief.

• Experience administering or designing commission plans for quota-carrying GTM teams in a SaaS or high-growth technology environment (strongly preferred).

• Hands-on experience with a dedicated commission platform such as Forma.AI, Xactly, CaptivateIQ, Spiff, or Everstage (preferred).

• Working knowledge of Salesforce (CRM).

• Advanced Excel and Google Sheets modeling skills, including the ability to build scenario models and plan simulations from scratch.

• Solid commercial and financial acumen — able to model plan economics, weigh trade-offs (cost of comp, motivational pull, fairness), and connect plan design to GTM strategy and company OKRs.

• Excellent communication and stakeholder management skills, with the confidence to present recommendations to senior Sales, Finance, and RevOps leaders.

• A bachelor's degree in Economics, Finance, Accounting, Business, Statistics, or a related quantitative field.
   

• Action oriented — drives others to take timely action; identifies and seizes new opportunities.

• Communicates effectively — strong written and verbal communicator with stakeholders at all levels; an active and attentive listener.

• Ensures accountability — takes responsibility for the successes and failures of their own work.

• Decision quality — synthesizes information, experience, and inputs to determine the best path forward.

• Plans and aligns — keeps projects and priorities tied to Clio's OKRs and the team's main initiatives.

• Drives engagement — encourages teammates to work toward common goals.

• Manages ambiguity — finds the best course of action and delivers solutions despite incomplete information.

• Collaborates proactively — works effectively across cross-functional teams.

What you will find here:

Compensation is one of the main components of Clio’s Total Rewards Program. We have developed a series of programs and processes to ensure we are creating fair and competitive pay practices that form the foundation of our human and high-performing culture.
Some highlights of our Total Rewards program include: 

• Competitive, equitable salary with top-tier health benefits, dental, and vision insurance 

• Hybrid work environment, with expectation for local Clions (Vancouver, Calgary, Toronto, Dublin and Sydney) to be in office minimum twice per week.

• Flexible time off policy, with an encouraged 20 days off per year.

• EAP benefits for you and household members, including counseling and online resources

• 401k matching and Child Education Savings

• Clioversary recognition program with special acknowledgement at 3, 5, 7, and 10 years

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*Our salary bands are designed to reflect the range of skills and experience needed for the position and to allow room for growth at Clio. For experienced individuals, we typically hire at or around the midpoint of the band. The top portion of the salary band is reserved for employees who demonstrate sustained high performance and impact at Clio. Those who are new to the role may join below the midpoint and develop their skills over time. The final offer amount for this role will be dependent on geographical region, applicable experience, and skillset of the candidate.

Diversity, Inclusion, Belonging and Equity (DIBE) & Accessibility 

Our team shows up as their authentic selves, and are united by our mission. We are dedicated to diversity, equity and inclusion. We pride ourselves in building and fostering an environment where our teams feel included, valued, and enabled to do the best work of their careers, wherever they choose to log in from. We believe that different perspectives, skills, backgrounds, and experiences result in higher-performing teams and better innovation. We are committed to equal employment and we encourage candidates from all backgrounds to apply.

Clio provides accessibility accommodations during the recruitment process. Should you require any accommodation, please let us know and we will work with you to meet your needs.

Learn more about our culture at clio.com/careers

We're a Human and High Performing AI company, meaning we use artificial intelligence to improve all of our operations. In recruitment, AI helps us streamline the process for greater efficiency. However, we've built our systems to ensure that a human always reviews AI-generated output, and we never make automated hiring decisions.

Disclaimer: We only communicate with candidates through official @clio.com email addresses.