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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.
Key responsibilities include designing sales compensation plans across multiple segments (Sales, Customer Success, SDRs, Partners, Solution Engineers) that align with GTM strategy around new logo acquisition, expansion, retention, and healthy ARR. You will own all comp operations including crediting, calculations, payout accuracy, and dispute resolution, building scalable exception-handling logic and governance to preserve plan integrity. The role includes serving as business owner for the ICM/SPM platform (Varicent, Everstage, or CaptivateIQ), overseeing configuration, roadmap, vendor relationships, and platform optimization as the comp motion scales.
You will partner closely with Finance and Accounting to ensure compensation expense recognition complies with ASC 606, own documentation and controls for audit and SOX compliance, and evaluate plan changes for accounting impact before rollout. Leadership responsibilities include building and developing a sales compensation team, establishing scalable operating models, and setting standards for accuracy and trust between the comp function and field teams. Change management and communication are critical—you will own rollout of plan changes and build feedback loops with field leadership to catch design issues early. The role requires building governance models, approval flows, and documentation standards that scale without proportional headcount growth.
Required qualifications include experience leading a sales compensation team in a SaaS/tech environment, hands-on implementation and ownership of an ICM or SPM tool, proven ownership of both comp plan design and operations, ASC 606 experience, and comfort operating across strategy and execution. Strong communication and change management skills are essential, as is the ability to explain complex compensation mechanics simply to field teams. The role is based in either New York City or Salt Lake City.
