Revenue Operations - Compensation & GTM Integration

About the role

This role involves owning and administering variable compensation architecture for various Go-To-Market (GTM) teams, including sales, BDRs, CSMs, SAs, and partner teams. The work includes modeling scenarios to test costs, attainment distributions, and behavioral incentives before plans are finalized. Success in this area means ensuring compensation plans are effective and aligned with business goals.

A key part of the position is partnering with finance on commission actuals and with HR for market benchmarking. The role also involves leading the rollout of compensation plans with GTM leadership and the people team, covering documentation, communication, exception handling, and system configuration. This requires a strong ability to collaborate across departments and ensure smooth implementation.

Additionally, this professional will serve as the RevOps lead for post-acquisition GTM integration activities. This includes developing and maintaining an integration playbook for role mapping, territory carving, quota assignment, system integration, and data mapping. The role requires tracking integration milestones and identifying risks to RevOps leadership and cross-functional teams.

The listed salary range for this full-time remote position is between $115,000 and $240,000 USD.

Skills that matter here

• RevOps, sales operations or sales finance: This role requires 5-8 years of experience in these areas within a B2B environment to manage revenue-generating processes effectively.
• designing and administering variable compensation plans: The role involves hands-on work in creating and managing compensation plans, not just reporting on them.
• GTM workstreams in M&A integrations: This position requires experience in supporting or leading Go-To-Market aspects during mergers and acquisitions.
• financial modelling: Fluency in financial modeling is necessary for building capacity models, compensation scenarios, and analyzing attainment distributions.
• clear communicator: The ability to clearly present complex compensation plans and frameworks to sales leadership and executives is essential.

Who this role suits

• A person who thrives on designing and implementing complex compensation structures, ensuring they drive desired behaviors.
• Someone with a strong analytical mind, comfortable with financial modeling and stress-testing scenarios.
• An individual who can navigate and lead GTM integration efforts during mergers and acquisitions.
• A professional who communicates effectively with various stakeholders, from sales reps to executives, in fast-moving environments.

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.