Role in brief
Cohere, an enterprise AI company, is seeking a Revenue Operations professional to manage variable compensation plans and lead post-merger integration for go-to-market teams. This role is for someone with a background in RevOps or sales finance, who has experience designing compensation structures and managing integration projects in a B2B setting.
About the role
This role focuses on developing and managing compensation strategies for various go-to-market teams, including sales, BDRs, CSMs, and partners. Responsibilities include modeling different compensation scenarios to evaluate costs and incentives, partnering with finance on commission actuals, and collaborating with HR on market benchmarking. The individual will also oversee the rollout of compensation plans, ensuring clear communication and governance.
A significant part of this position involves leading go-to-market integration efforts following mergers and acquisitions. This includes creating and maintaining an integration playbook that covers role mapping, territory assignments, quota setting, and system and data integration. The role requires tracking integration milestones and identifying potential risks to leadership and cross-functional teams.
Success in this position means ensuring that compensation plans effectively motivate teams and align with business goals, while also seamlessly integrating acquired entities into Cohere's go-to-market structure. The role requires a proactive approach to identifying and addressing potential issues related to quota attainment and headcount planning, contributing to the company's growth in new regions and segments.
The salary for this position ranges from $115,000 to $240,000 USD.
Skills that matter here
- RevOps: This role requires 5-8 years of experience in Revenue Operations, applying principles to compensation and integration.
- sales operations: Candidates should have a background in sales operations, focusing on the efficiency and effectiveness of sales processes.
- sales finance: Experience in sales finance is relevant for understanding the financial implications of compensation plans and headcount modeling.
- variable compensation plans: A core responsibility is hands-on design and administration of variable compensation plans, not just reporting on them.
- M&A integrations: The role involves supporting or leading go-to-market workstreams during mergers and acquisitions.
- financial modelling: Fluency in financial modeling is necessary for creating capacity models, compensation scenarios, and attainment distributions.
Who this role suits
- You are comfortable navigating ambiguous and fast-moving environments.
- You possess strong communication skills, able to present complex compensation frameworks to leadership.
- You have a meticulous approach to designing and administering compensation structures.
- You thrive in roles that require both strategic planning and hands-on execution.
From the employer
Key Responsibilities:
- Own and administer our GTM variable compensation architecture including accelerators, and SPIFs across sales, BDRs, CSMs, SAs and the partner team
- Model scenarios to stress test costs, attainment distributions, and behavioural incentives before plans are finalized
- Partner with finance on commission actuals and with HR on benchmarking against market data
- Own the plan roll out with the people team and GTM leadership including documentation, communications, resolution frameworks, exception handling/tracking, system configuration and compensation governance
- Work with sales enablement to ensure reps have a clear path to OTE - identifying quota, ramp, and efficiency gaps before they impact attainment
- Partner with finance and GTM leadership to model headcount unlock criteria, identifying when and where to hire to support growth in new regions and segments
- Serve as the RevOps lead on all post-close GTM integration items, including designing and maintaining an integration playbook covering role mapping, territory carving, quota assignment, system integration items and data mapping.
- Track integration milestones and surface risks to RevOps leadership and cross-functional integration teams
Qualifications:
- Have 5-8 years in RevOps, sales operations or sales finance in a B2B environment
- Hands on experience designing and administering variable compensation plans (not just reporting on them)
- Experience supporting or leading GTM workstreams in M&A integrations
- Have financial modelling fluency, building bottoms up capacity models, compensation scenarios, and attainment distribution
- Are a clear communicator able to present complex compensation plans or compensation frameworks to sales leadership and executives
- Are comfortable working in ambiguous, fast moving environments
Full-time employees at Cohere enjoy these perks:
- A weekly lunch stipend of $75/£75 or equivalent in your local currency for lunch.
- Full health and dental benefits, including a separate budget for mental health.
- RRSP matching, 401K, Pension Scheme.
- 100% Parental Leave top-up for up to 6 months, for either parent.
- Annual enrichment benefits:
- Arts & culture, fitness/wellness, quality time, and a workspace improvement credit.
- Education & learning stipend for conferences, courses, and coaching.
- 6 weeks of paid vacation (30 working days!)
- Budget for traveling to other offices if you are remote, plus an annual company offsite.
Questions about this role
What is the remote work policy for this position?
This is a fully remote position.
What level of experience is required for this role?
Candidates should have 5-8 years of experience in RevOps, sales operations, or sales finance.
How does this role contribute to post-M&A activities?
This role serves as the RevOps lead for all post-close go-to-market integration items, including designing an integration playbook and tracking milestones.