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Legora is an AI-native legal workspace used by 2,100+ customers across 80+ countries, including major law firms and enterprises. The company has scaled to $200M+ ARR with teams across Europe, North America, and APAC.
You will serve as the dedicated compensation partner for Legora's fast-growing, globally distributed sales organization. Reporting to the Director of Compensation, you'll own the economics and infrastructure behind sales compensation across all variable-pay GTM roles (BDRs, Account Executives, Customer Success, Partnerships) spanning the US, EMEA, and APAC.
Key responsibilities include:
- Partner with sales leaders and People Business Partners on day-to-day compensation questions and guidance
- Build foundational infrastructure for sales compensation: single source of truth for OTE, pay mix, HiBob integration, and commission policies with documented exception handling
- Own OTE and pay mix guidelines by role, level, and region, ensuring consistency and alignment with RevOps commission policies
- Lead market benchmarking and job matching for GTM roles using survey data and peer intelligence from enterprise SaaS and AI companies
- Partner with Total Rewards on equity guidelines for GTM roles to ensure competitive total compensation
- Provide input on annual plan design cycles, bringing market data, cost modeling, and pay equity insights
- Partner on sales manager compensation strategy, including OTE differentiation and accelerator competitiveness ahead of 2027 cycle
- Guide pay positioning as reps over/underperform, including interactions between base pay, quotas, and commission rates
- Provide data-informed guidance on new-hire offers, internal equity, leveling, promotions, and retention for sales roles
- Partner with Talent Acquisition on offer construction, leveling, and external messaging for sales compensation
- Own annual compensation review execution for GTM roles, including budget modeling and manager enablement
- Build career pathing for the Sales organization with clear progression and promotion criteria
- Ensure compliance with pay transparency and local requirements across all markets
You'll work closely with RevOps (who own plan mechanics and the ICM platform), FP&A (who own budgets and commission forecasting), and Talent Acquisition. This is a foundational role at a stage where processes are still being built.
REQUIREMENTS:
- 7+ years of compensation experience, including direct experience supporting a sales or revenue organization
- Strong understanding of sales incentive plan mechanics (quota, accelerators, SPIFFs) with experience partnering on or contributing to plan design
- Familiarity with compensation benchmarking platforms (Radford, Pave, Ravio, or similar) and market pricing methodology
- Strong analytical skills with ability to build models and translate data into clear guidance for sales leaders
- Clear communicator able to explain compensation and incentive mechanics simply to sales leadership and field
- Experience with sales compensation processes, data, and governance at a company scaling its GTM organization rapidly
- Comfort operating in a fast-paced, still-forming environment where processes are still being built
- Understanding of how equity fits into total compensation for GTM roles, ideally at a pre-IPO company
- Experience supporting a multi-country sales organization, including EMEA and APAC, strongly preferred
