Head of GTM Incentive Strategy

Harvey•New York, NY

10d•$212,000 - $318,000

About The Position

We are hiring a hands-on leader to own how Harvey designs its GTM incentive strategy for its go-to-market organization. As Head of GTM Incentive Strategy, you will design the incentive architecture that turns our revenue strategy into the plans, quotas, and payouts that motivate and reward our sellers. This is a design-first, high-ownership role: you will set the compensation philosophy, build the plans, and put the modeling and governance in place to keep them fair, motivating, and defensible as we scale.

Requirements

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 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

Nice To Haves

experience in high-growth or hypergrowth organizations, with consumption- or usage-based pricing dynamics, or in AI / legal technology

Responsibilities

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