Senior Analyst, Go-To-Market Compensation & Planning

Disco•Austin, TX

About The Position

This is a high-impact, strategic role sitting at the intersection of Finance, Sales Operations, and GTM Leadership. While maintaining technical excellence in quota and commission modeling, this individual serves as a strategic architect, partnering with leadership to design incentive structures that drive the right sales behaviors. You are a GTM advisor who translates corporate strategy into actionable compensation design and helps the field navigate complex organizational changes.

Requirements

5-8+ years of experience in Sales Operations, Revenue Operations, or FP&A
Experience in a strategic consulting role or a high-growth SaaS environment where you influenced GTM design
Ability to take complex data and turn it into a compelling narrative for VPs and Directors.
Expert-level Excel/Google Sheets skills for building dynamic, multi-variable GTM models.
Proficiency in Salesforce (SFDC) and commission software (CaptivateIQ/Xactly/Spiff), with the ability to advise on how systems can better support strategy.
Candidates must be legally authorized to work in the United States without sponsorship now or in the future. DISCO is not currently sponsoring visas, including, but not limited to, H-1B, TN, or EAD, and we are not accepting visa transfers.

Nice To Haves

At DISCO, we believe AI is a core enabler of how work gets done. All employees are expected to proactively adopt and responsibly use AI tools to drive efficiency, improve outcomes, and continuously evolve how they operate in their role

Responsibilities

Act as the primary architect for quota and plan modeling. Beyond execution, you will provide "what-if" scenario modeling to leadership to stress-test new GTM strategies before they are finalized.
Serve as a bridge between the GTM Strategy & Planning team and the field. Proactively identify gaps in rep performance or plan effectiveness and suggest design pivots to GTM leadership.
Lead the strategic communication and rollout of annual plans. You will create the narrative that explains the "why" behind the plan to ensure buy-in from ~200+ reps and managers.
Analyze field incentive ROI and attainment trends. Use this data to present quarterly "Strategic Health Checks" to GTM leaders, highlighting where incentives are succeeding and where strategy needs adjustment.
Manage the operational lifecycle of reps (onboarding, role changes, account movements) with a focus on minimizing friction and maintaining high field morale during transitions.
Partner with Legal and HR to ensure that all strategic designs are compliant, scalable, and aligned with broader company culture.