Sales Compensation Specialist

Scribe•San Francisco, CA

12d•$130,000 - $150,000•Hybrid

About The Position

Scribe is seeking a Sales Compensation Specialist to take full ownership of the company's sales compensation engine. This role involves managing monthly closes, quarterly commission calculations, plan design modeling, and attainment reporting across various sales plans. The specialist will report to the Director of GTM Operations and is expected to independently manage the existing calculation pipeline within 90 days, in preparation for the FY27 plan design cycle. Scribe is a fast-growing B2B SaaS company founded in 2019, with a significant user base and backing from leading investors, aiming to transform how people work.

Requirements

Experience running a recurring, deadline-driven financial or comp process and treating the calendar as non-negotiable.
Ability to build and maintain calculation models independently.
Capability to calmly and fairly work through commission disputes with sales representatives.
Experience owning plan mechanics like accelerators, multipliers, and SPIFFs, and modeling changes before they go live.
Skill in identifying exceptions and preventing ambiguity from causing errors.
Ability to quickly absorb and take over an existing, live system without disrupting current operations.

Nice To Haves

Experience with Salesforce or another CRM as the system of record for comp-relevant data.
Familiarity with commission calculation or ICM tooling such as Xactly, CaptivateIQ, Spiff, or Google Sheets/Apps Script-based systems.
Background in B2B SaaS running multiple concurrent plan types (AE, BDR, CSM).

Responsibilities

Run quarterly commission calculation and statement production across all plans, including Expansion, Emerging, ENT, MM, SMB, BDR, and the hybrid plan.
Own the monthly close: lock the model, validate the accounting summary, and submit to Finance on a fixed calendar.
Lead clawback and addback review with Accounting, including the monthly outstanding-invoice pass.
Scale the calculation automation so headcount growth never turns into manual rework.
Partner with Finance and the CRO on comp plan design, modeling accelerators, multipliers, SPIFFs, and the shift toward net-revenue-retention metrics before they ship.
Resolve escalations and disputes directly with reps, including the conversation when they disagree with their number.
Own attainment and quota reporting as the team's trusted source, flagging who's off pace before managers ask.