# Head of GTM Incentive Strategy

**Company:** [Harvey](https://hotfix.jobs/companies/harvey)
**Location:** New York, NY, San Francisco, CA
**Role:** Revenue Operations
**Salary:** $212k – $318k/yr
**Experience:** 10+ years
**Skills:** incentive compensation design, sales compensation, quota setting, Financial Modeling, ROI Analysis, Revenue Operations, icm platforms, Go-to-Market Strategy, stakeholder influence, compensation philosophy
**Posted:** 2026-07-28

> Own end-to-end design of GTM incentive compensation plans, quotas, and payouts for pre- and post-sales teams at a high-growth AI company. Requires 10+ years in incentive design for B2B SaaS, strong modeling skills, and ability to influence senior stakeholders.

## Job Description

## What You'll Do
- Own the end-to-end design of GTM incentive compensation across both pre- and post-sales organizations, including quota carrying AEs, sales leadership, solutions and overlay teams, customer success, etc.
- Build the models that forecast plan cost, incentive ROI, and attainment distribution; run scenario analysis to stress-test designs before they ship and diagnose plans already in market.
- Partner with Compensation Business Partner to align OTE, pay mix, and leverage to market benchmarks and internal equity, and to keep plan spend inside budget.
- Set and communicate the compensation philosophy: produce executive-ready narratives on plan performance and risk, and educate GTM leaders and sellers so plans drive the behavior they are designed to reward.
- Architect plan mechanics that scale with hypergrowth, including quota structures, accelerators, multipliers, and SPIFFs.
- Translate GTM strategy changes - new segments, product and pricing launches, territory and coverage-model shifts - into comp plan updates delivered with speed and accuracy.
- Partner with compensation admin team on the ICM platform, quota-to-payout reconciliation, payout automation, and real-time earnings visibility for sellers and managers.
- Establish the governance layer - plan documentation, cross-functional approval workflows, version control, and audit-ready practices - and lead dispute resolution with clear SLAs and consistent outcomes.
- Partner with Finance on how goals translate to outcomes and the subsequent incentive strategy.

## What You Have
- 10+ years in sales/incentive compensation design, revenue operations, or a closely related field, with demonstrated experience owning plan design at scale in a B2B SaaS environment.
- Deep, hands-on expertise designing incentive structures for sales organizations - accelerators, SPIFFs, overlays, and co-sell frameworks.
- Strong analytical and modeling skills, with the ability to structure ambiguous questions, work with incomplete data, and quantify the cost and ROI of design decisions.
- Proven ability to influence senior stakeholders across Sales, Finance, People, and Legal through clear communication, strong judgment, and data-backed recommendations.
- Comfort operating autonomously as a leader and function owner - setting direction and building the function directly, with or without a team beneath you.
- Bonus: experience in high-growth or hypergrowth organizations, with consumption- or usage-based pricing dynamics, or in AI / legal technology.

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