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GitLab

Incentive Compensation Manager

GitLab

Incentive Compensation Manager overseeing strategic design and management of sales compensation programs at GitLab. Collaborating with executive leadership to optimize sales productivity and revenue growth.

Posted 7/1/2026full-timeRemote • 🇺🇸 United StatesMid-LevelSenior💰 $139,200 - $235,200 per yearWebsite

Tech Stack

Tools & technologies
SQLTableau

About the role

Key responsibilities & impact
  • Lead annual compensation plan development in partnership with CRO, Sales Leadership, Customer Success, and Finance; translate business objectives into effective incentive structures
  • Design role-specific compensation frameworks including base/variable splits, quota-to-OTE ratios, accelerators, decelerators, thresholds, and performance tiers aligned to role expectations and market standards
  • Design compensation mechanics that bridge traditional SaaS (ARR/subscription) and consumption-based (usage/metered) revenue motions, including hybrid quota structures, draw mechanics, and milestone-based incentives where revenue recognition is non-linear
  • Leverage AI-powered tools and automation to develop self-service rep inquiry agents, streamline commission calculations, and enhance plan modeling capabilities
  • Develop compensation governance frameworks including plan approval workflows, exception handling, change management protocols, and ongoing plan maintenance processes
  • Model compensation scenarios to optimize the balance between motivational impact, cost efficiency, competitive positioning, and predictability; conduct sensitivity analysis on various business outcomes
  • Partner with People/Total Rewards to ensure CRO compensation programs align with GitLab's overall compensation philosophy, internal equity principles, and total rewards strategy
  • Design incentive mechanisms that drive strategic behaviors including new logo acquisition, expansion, consumption revenue growth, multi-year deals, product mix, and customer retention
  • Create SPIFs, contests, and accelerator programs to address short-term business priorities and accelerate specific outcomes (pipeline generation, deal velocity, strategic initiatives)
  • Develop compensation analytics frameworks to track plan effectiveness, cost efficiency, and business impact
  • Track key compensation metrics including average earnings, payout ratios, cost-per-dollar-sold, plan leverage, and quota attainment distribution
  • Model the impact of compensation changes on representative behavior, company costs, revenue outcomes, and team morale
  • Conduct ongoing plan performance reviews comparing actual results against design intent; recommend mid-year adjustments when warranted
  • Leverage AI to provide visibility into compensation spend, attainment trends, and plan performance against objectives
  • Perform ROI analysis on compensation investments including SPIFs, accelerators, and special programs
  • Partner with Sales Analytics to integrate compensation data with broader revenue performance analytics
  • Serve as trusted advisor to Stakeholders & Sales Leadership on all compensation-related matters including plan design, policy decisions, and individual situations
  • Present compensation recommendations to Sales leadership, Finance leadership, and Incentive Compensation Committee
  • Lead annual compensation communication campaigns including plan rollouts, training sessions, manager enablement, and field team Q&A
  • Manage compensation inquiries from field teams, providing clear explanations of plan mechanics, policies, and individual situations
  • Partner with Sales Enablement to incorporate compensation understanding into onboarding programs and ongoing training
  • Collaborate with Finance/FP&A on compensation expense planning, budget management, and actual-vs-plan reporting
  • Work with Legal and Compliance teams to ensure plan structures meet regulatory requirements across global markets
  • Engage with Total Rewards/People teams on holistic compensation philosophy, market data, and employee experience.

Requirements

What you’ll need
  • 5 years of progressive compensation experience with at least 3-5 years focused specifically on sales compensation design and incentive strategy & operations
  • Deep expertise in B2B SaaS & Consumption sales compensation including experience with multiple sales roles (AEs, SEs, CSMs, Channel, etc.) and complex go-to-market motions
  • Background in high-growth SaaS companies ($500M+ ARR preferred) with experience scaling compensation operations
  • Direct experience designing and administering compensation plans in a hybrid SaaS and consumption business model — including handling variable payout timing, usage-based quotas, and ramp structures unique to consumption GTM
  • Understanding of consumption growth dynamics (land-and-expand, usage ramps) and how they differ from traditional SaaS renewal/expansion motions and how to incentivize both
  • Hands-on experience using AI or machine learning tools in a sales compensation or revenue operations context
  • Proven track record designing and implementing compensation plans that drove measurable improvements in sales productivity, behavior change, and business outcomes
  • Experience implementing global compensation programs across multiple geographies with varying regulations and market practices
  • Expert-level proficiency with compensation management systems (Xactly, CaptivateIQ, Varicent, or similar platforms), and CRM applications (i.e. Salesforce)
  • Proficiency in data/BI tools (i.e. SQL, Tableau, or Looker for compensation reporting and ad hoc analysis)
  • Advanced Excel/Google Sheets modeling skills including complex formulas, scenario analysis, and financial modeling
  • Exceptional quantitative and analytical capabilities with attention to detail and accuracy
  • Understanding of quota-setting methodologies and the relationship between territory assignment, quota, and compensation
  • Familiarity with ASC 606 revenue recognition and implications for commission earning and payment timing.

Benefits

Comp & perks
  • Benefits to support your health, finances, and well-being
  • Flexible Paid Time Off
  • Team Member Resource Groups
  • Equity Compensation & Employee Stock Purchase Plan
  • Growth and Development Fund
  • Parental leave
  • Home office support

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools
Compensation Plan DevelopmentQuota-Setting MethodologiesPerformance Metrics TrackingSensitivity AnalysisROI AnalysisCompensation Analytics FrameworksHybrid Compensation ModelsVariable Payout StructuresIncentive Mechanisms DesignFinancial Modeling
Soft Skills
Analytical CapabilitiesAttention to DetailCommunication SkillsCollaborationStakeholder Management