Description
Gong harnesses the power of AI to transform how revenue teams win.
The Gong Revenue AI Operating System unifies data, insights, and workflows into a single, trusted system that observes, guides, and acts alongside the world’s most successful revenue teams.
You will join a company built on innovative products, ambitious goals, and passionate people.
Overview
The GTM Compensation Leader owns the end-to-end strategy, design, and operations of sales compensation across the GTM organization.
This role is the connective layer between RevOps, Finance, and Field leadership , translating business strategy into comp plans that drive the right behaviors, scale with the business, and hold up to audit and compliance scrutiny.
You will lead a comp team, own the ICM/SPM platform, and be the primary voice on plan design, exception handling, and comp operations.
Core Responsibilities
- Comp Plan Design & Strategy: Own the design of sales compensation plans across segments , quota, accelerators, SPIFFs, and plan mechanics.
Translate GTM strategy into comp incentives that drive the intended rep behavior. Partner with RevOps, GTM Leadership, and Finance to align comp design to business priorities each planning cycle.
- Comp Operations & Exception Handling: Own end-to-end comp operations: crediting, calculations, payout accuracy, and dispute resolution.
Build scalable exception-handling logic and governance so one-off requests don't erode plan integrity. Ensure timely, accurate payout cycles with clear audit trails.
- ICM / SPM Platform Ownership: Serve as the business owner for the ICM/SPM tool , configuration, roadmap, and vendor relationship.
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 workaround.
- Compliance & Finance Partnership: Partner with Finance/Accounting to ensure comp expense recognition is compliant with ASC 606.
Own documentation and controls needed to support audit, SOX, and quarter/year-end close. Ensure comp plan changes are properly evaluated 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 that scale without adding headcount.
Maintain a single source of truth for plan documents, rates, and quotas.
Key Qualifications
- 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
Perks and Benefits
- Medical, dental, and vision plans
- Wellbeing Fund - flexible wellness stipend
- Mental Health benefits with covered therapy and coaching
- 401(k) program
- Education & learning stipend
- Flexible vacation time
- Paid parental leave
- Company-wide recharge days each quarter
- Work from home stipend