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Horizon3.ai is a fast-growing, remote-first cybersecurity company building the NodeZero platform—an autonomous penetration testing solution that helps organizations proactively identify and fix exploitable attack vectors at scale. The company serves organizations from educational institutions to Global 100 enterprises, with users spanning ITOps/SecOps teams, consulting pentesters, MSSPs, and MSPs.
This role owns the design and execution of sales compensation and incentive strategy for Horizon3's rapidly scaling go-to-market organization. You will be a hands-on owner building the incentive architecture that translates revenue plans into quota structures, compensation plans, and payouts that motivate sellers across the Americas, EMEA, APJ, public sector, and partner/MSP channels.
Key responsibilities include:
**Incentive Architecture**: Design compensation plans across quota-carrying, overlay, management, channel, and partner roles. Set pay mix, rate structures, accelerators, caps, draws, and multi-period attainment mechanics. Own the sales compensation philosophy and executive narrative on plan performance, cost, and risk. Design crediting rules that handle real deal complexity (seller splits, co-sell dual credit, marketplace fulfillment, negative bookings).
**Quota Methodology**: Partner with Finance and Sales Operations to translate approved revenue goals into defensible quota structures. Own the methodology itself—how quota is constructed by role, prorated for mid-period starts, phased for ramp, and how commission rate integrity holds. Analyze proposed quotas for attainability and internal equity before field deployment. Move quota construction from manual builds toward rules-driven processes.
**Short-Term Incentive Programs**: Own SPIFFs and short-term incentive programs end-to-end, from intake and design through approval, field communication, and payout validation. Manage them as a portfolio within a budget envelope. Pressure-test programs for failure modes (duplicate payment, goals below quota, uncapped exposure). Measure program effectiveness to inform future designs.
**Governance & Decision Rights**: Own the compensation decision rights framework with exception thresholds. Act as approving authority on routine exceptions and run dispute resolution with clear service levels. Codify decisions into policy. Maintain plan documentation, program terms, approval workflows, version control, and audit-ready records.
**Operating Cycle**: Partner with commissions and Finance to deliver quotas and signed plans to new hires within days of start. Execute plan assignment and proration with deliberate dual-threading. Drive automation across onboarding-to-payment chain. Partner with Revenue Operations Systems to ensure CRM structure supports crediting, attainment, and territory hierarchy.
The role is design-first and high-ownership. The go-to-market organization is on track to roughly double over the next several quarters, and compensation is being built as a durable, scalable capability rather than a recurring manual cycle.
