GTM Compensation Leader

Gong.io•Salt Lake City, UT

1d•$138,000 - $210,000•Hybrid

About The Position

Gong harnesses the power of AI to transform how revenue teams win. The Gong Revenue AI Operating System unifies data, insights, and workflows into a single, trusted system that observes, guides, and acts alongside the world’s most successful revenue teams. Powered by the Gong Revenue Graph, AI-powered intelligence, specialized agents, and trusted applications, Gong helps more than 5,000 companies around the world deeply understand their teams and customers, automate critical sales workflows, and close more deals with less effort. At Gong, you will join a company built on innovative products, ambitious goals, and passionate people. We are shaping the future of revenue intelligence and we want people who are excited to build what comes next. You will work with a team that dreams big, moves fast, and cares deeply about the craft and about each other. Here, transparency and trust are core to how we operate, and every person has the opportunity to make a visible impact. If you want to grow, stretch, and do work that truly matters, Gong is the place to do the best work of your career. The GTM Compensation Leader owns the end-to-end strategy, design, and operations of sales compensation across the GTM organization. This role is the connective layer between RevOps, Finance, and Field leadership — translating business strategy into comp plans that drive the right behaviors, scale with the business, and hold up to audit and compliance scrutiny. You will lead a comp team, own the ICM/SPM platform, and be the primary voice on plan design, exception handling, and comp operations.

Requirements

Experience leading a sales compensation team within a SaaS/tech environment
Hands-on experience implementing and/or owning an ICM or SPM tool — CaptivateIQ, Varicent or Everstage strongly preferred
Proven ownership of, and partnership across, comp plan design and comp operations
ASC 606 experience (comp expense recognition, accounting partnership)
Comfortable operating between strategy (plan design, GTM alignment) and execution (calculations, exceptions, payout accuracy)
Strong communication and change management skills — able to explain comp mechanics simply to the field
Based in NYC or Salt Lake City

Responsibilities

Own the design of sales compensation plans across segments (Sales, CS/RA, SDR, Partnership, Solution Engineers and otherwhere applicable) — quota, accelerators, SPIFFs, and plan mechanics.
Translate GTM strategy (new logo, expansion, retention, Healthy ARR) into comp incentives that drive the intended rep behavior.
Partner with RevOps, GTM Leadership, and Finance to align comp design to business priorities each planning cycle.
Own end-to-end comp operations: crediting, calculations, payout accuracy, and dispute resolution.
Build scalable exception-handling logic and governance so one-off requests don't erode plan integrity.
Ensure timely, accurate payout cycles with clear audit trails.
Serve as the business owner for the ICM/SPM tool (e.g., Varicent, Everstage) — configuration, roadmap, and vendor relationship.
Lead or oversee implementation, migration, or optimization of the platform as the comp motion scales.
Ensure the platform reflects current plan logic with minimal manual workaround.
Partner with Finance/Accounting to ensure comp expense recognition is compliant with ASC 606.
Own documentation and controls needed to support audit, SOX, and quarter/year-end close.
Ensure comp plan changes are properly evaluated for accounting and compliance impact before rollout.
Lead and develop a sales compensation team; build a scalable operating model as headcount and plan complexity grow.
Set the bar for accuracy, responsiveness, and trust between the comp function and the field.
Own communication and rollout of plan changes — clear, simple, and well-timed to the field.
Build feedback loops with field leadership to catch design issues early.
Build governance models (approval flows, exception thresholds, plan documentation standards) that scale without adding headcount.
Maintain a single source of truth for plan documents, rates, and quotas.