Sr. Manager, Incentive Compensation

Head of GTM Compensation

6sense is seeking an analytical, strategic, and highly trusted compensation leader to build, own, and scale our GTM compensation strategy across all customer-facing teams. As we continue to scale, we need someone who thrives in complexity, leads with clarity, and builds systems that drive performance, predictability, and fairness across Sales, SDR/BDR, Solution Consulting, Customer Success, and Professional Services.

This individual has a proven track record leading incentive compensation for SaaS GTM organizations and brings a sharp blend of operational rigor, financial acumen, policy governance, and cross-functional influence. You will own end-to-end GTM compensation—including plan design, modeling, governance, systems, reporting, and payouts—and serve as the connective tissue between GTM leadership, Finance, RevOps, and HR.

As the Head of GTM Compensation, you will build scalable frameworks, establish policy, and lead all aspects of variable compensation that impact pipeline generation, bookings, expansion, retention, and service delivery. You will advise senior leadership, ensure structural alignment to corporate goals, manage the operational machinery of commissions, and deliver clear insights that help teams understand performance drivers and trends.

Key Responsibilities

• Own the end-to-end GTM compensation strategy for Sales, CS, BDR, SC, and PS—aligning plans to corporate goals, growth targets, and performance expectations.
• Lead annual and mid-year compensation design cycles, including modeling, benchmarking, quota mechanics, accelerators, SPIFs, policy updates, and governance frameworks.
• Develop, publish, and maintain clear, prescriptive compensation policies that drive consistency, fairness, and operational efficiency across all GTM teams.
• Build scalable processes for compensation administration—including monthly payouts, approvals, modeling, reporting, and reconciliation.
• Partner closely with Finance/FP&A on forecast accuracy, expense modeling, budgeting, and scenario planning; own the compensation forecast process.
• Implement and administer the GTM compensation technology ecosystem, ensuring integration, accuracy, and scalability across systems (e.g., Salesforce, comp tools).
• Establish and run monthly and quarterly GTM compensation reviews with Sales, CS, RevOps, and Finance leaders—providing insights on plan performance, attainment trends, productivity, and ROI.
• Serve as a trusted advisor for payees and leaders by managing inquiries, escalations, and field-facing communication around plans, policies, and calculations.
• Drive continuous improvement of compensation workflows, reducing manual work and increasing accuracy, speed, and transparency.
• Partner with RevOps, HR, and GTM leadership to develop compensation governance, role alignment, territory design impact, and performance metrics.
• Lead key strategic initiatives across Revenue Operations, including quota deployment, role/segment changes, SPIF strategy, incentive experiments, and compensation-driven productivity programs.

What You Should Have

• 5+ years of experience owning Sales or GTM compensation programs in a high-growth SaaS or software company.
• Deep experience with compensation planning, financial modeling, variable design, and GTM incentive mechanics.
• Strong understanding of the full GTM funnel and how compensation can influence behavior, productivity, alignment, and business outcomes.
• Experience supporting multiple GTM roles—Sales, CS, BDR/SDR, SC, and PS—and navigating the nuance of plan structures for each.
• Intermediate to advanced Excel/Sheets skills, with the ability to model, analyze, and interpret complex data sets.
• Experience managing CaptivateIQ or similar incentive management tool.
• Comfortable operating in ambiguity and building structure, process, and governance from the ground up.
• Highly organized with exceptional project management skills and the ability to lead multiple initiatives across functions and time zones.
• Experience implementing or administering compensation systems; familiarity with Salesforce and RevOps tool stacks.
• Strong communication skills and the ability to influence executive stakeholders with clarity, data, and insight.
• A mindset focused on accuracy, transparency, fairness, and operational excellence.

Base Salary Range: $130,491.00 - $187,386.80. The base salary range represents the anticipated low and high end of the base salary range for this position. Actual salaries may vary and may be above or below the range based on various factors, including but not limited to work location and experience. The base salary is one component of 6sense’s total compensation package for this position. Other compensation may include a bonus program or commission plan, and stock options if approved by 6sense’s board. In addition, 6sense provides a variety of benefits, including generous health insurance coverage, life, and disability insurance, a 401K employer matching program, paid holidays, self-care days, and paid time off (PTO). #Li-remote

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