Sr. Sales Operations Analyst

Gusto, Inc.•Atlanta, GA

12d•$100,000 - $155,000•Hybrid

About The Position

This role is responsible for building scalable models and infrastructure to enable efficient growth across all routes to market. The Senior Sales Operations Analyst will partner with GTM leaders, Finance, Revenue Operations, and GTM Ops to develop and execute segmentation, book-of-business design, quota setting, and capacity planning. The position requires a platform-minded view across GTM motions, identifying areas for improvement in manual work, fragmented logic, or inconsistent processes, and building durable planning infrastructure to drive revenue outcomes. The role owns the outcome of balanced books, defensible quotas tied to capacity, and scalable models.

Requirements

5+ years in Sales Ops, RevOps, or a similar analytical GTM role, with direct, hands-on experience owning segmentation, territory/book design, quota setting, or headcount/capacity planning; ideally in a fast-paced SaaS or fintech environment.
Proven ability to own outcomes and execution, not just analysis or recommendations.
Strong sales process & tooling proficiency: you can build and audit account assignment/routing logic, manage territory and book structures, and build reporting that leaders trust.
Analytical depth; comfortable building and defending quantitative models (quota, capacity, segmentation) under time pressure.
Experience running planning processes on a recurring cadence (annual/quarterly quota setting, ongoing book rebalancing, headcount reviews) across multiple stakeholder groups.
Excellent written and verbal communication; you can defend a model's methodology to GTM leaders and senior sales leadership, and hold your ground when a decision is unpopular but correct.
A first-principles problem solver who can build a defensible model from ambiguous inputs and translate org-level strategy into concrete, rules-based execution.
A strong cross-functional partner, able to work closely with GTM leaders and GTM Ops peers without ceding ownership of the outcome.

Nice To Haves

Experience owning segmentation, book-of-business, or quota/capacity planning across multiple sales organizations or motions simultaneously (e.g., new business, expansion, and a distinct product line).
Experience in payroll, HR tech, benefits, or SMB SaaS go-to-market motions.
Experience partnering with Sales Compensation and Finance on quota-to-comp alignment.
Experience designing or improving account assignment/routing automation (e.g., lead-routing tools, rules engines).

Responsibilities

Own the design and ongoing maintenance of customer/account segmentation for Direct, Expansion, and Benefits sales, translating org-level segmentation strategy into concrete, rules-based models.
Build and maintain balanced books of business across reps and teams, accounting for account potential, workload, geography, and product mix; own rebalancing when the business shifts.
Set and maintain clear, documented rules for account assignment, routing, and reclassification, and serve as the ruling authority when edge cases or disputes arise.
Partner with Sales, GTM Ops, and Systems & Tooling to ensure segmentation and book structures are reflected accurately in Salesforce and downstream systems.
Own the end-to-end quota-setting process for Direct, Expansion, and Benefits: translating top-down revenue targets into bottoms-up, capacity-based quotas by rep, team, and segment.
Build and maintain the quota models and methodology, ensuring quotas are defensible, equitable, and tightly tied to book-of-business design and headcount capacity.
Partner with RTM leaders, Finance, and Sales Compensation to align quotas with comp plans, revenue targets, and business priorities each planning cycle.
Own quota administration through the cycle: true-ups for territory or book changes, new-hire ramp adjustments, and mid-cycle corrections.
Partner with GTM Ops & Finance on capacity planning for Direct, Expansion, and Benefits: modeling the headcount needed to cover segmented books and hit revenue targets.
Build the headcount models that inform hiring plans, partnering with RTM leaders and Finance on timing, sequencing, and prioritization of new roles.
Continuously monitor capacity against actual book size, productivity, and attrition, flagging gaps or imbalances.
Own scenario planning for headcount and territory changes, modeling the impact before decisions are made.
Partner closely with RTM leaders and their GTM Ops partners across Direct, Expansion, and Benefits to ensure decisions reflect operational context.
Work with GTM Ops, Finance, and Sales Compensation to stay aligned with org-wide segmentation frameworks, revenue targets, and comp design.
Communicate clearly and proactively with sales leadership on plan status, tradeoffs, and risk.
Document methodology and decisions so models are transparent, auditable, and repeatable.