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Salary: USD 174,000 - 250,000 / annual
Gong is seeking a GTM Compensation Leader to own the end-to-end strategy, design, and operations of sales compensation across the go-to-market organization. This role serves as the connective layer between RevOps, Finance, and Field leadership, translating business strategy into compensation plans that drive desired behaviors, scale with the business, and maintain audit and compliance integrity.
Core responsibilities include:
**Comp Plan Design & Strategy**: Design sales compensation plans across all segments (Sales, Customer Success/RA, SDR, Partnership, Solution Engineers) including quota, accelerators, SPIFFs, and plan mechanics. Translate GTM strategy priorities (new logo acquisition, expansion, retention, Healthy ARR) into comp incentives that drive rep behavior. Partner with RevOps, GTM Leadership, and Finance to align comp design with business priorities each planning cycle.
**Comp Operations & Exception Handling**: Own end-to-end comp operations including crediting, calculations, payout accuracy, and dispute resolution. Build scalable exception-handling logic and governance to prevent one-off requests from eroding plan integrity. Ensure timely, accurate payout cycles with clear audit trails.
**ICM/SPM Platform Ownership**: Serve as business owner for the ICM/SPM tool (e.g., Varicent, Everstage, CaptivateIQ)—managing configuration, roadmap, and vendor relationships. 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 workarounds.
**Compliance & Finance Partnership**: Partner with Finance/Accounting to ensure comp expense recognition complies with ASC 606. Own documentation and controls needed to support audit, SOX, and quarter/year-end close. Evaluate comp plan changes 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.
**Requirements**:
- 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, Salt Lake City, Chicago, or SF
