Head of GTM Incentive Strategy
$212k - $318k • Remote • San Francisco • FullTime
Posted 2d ago
Remote Work Policy
Fully remote
Employment Type
FullTime
Categories
Applied AI Engineer
About the job
Harvey is seeking a hands-on leader to own the design and implementation of its Go-To-Market (GTM) incentive strategy. This role is crucial for translating the company's revenue strategy into effective plans, quotas, and payouts that motivate and reward the sales team. The Head of GTM Incentive Strategy will be responsible for setting the compensation philosophy, building incentive plans, and establishing the necessary modeling and governance to ensure fairness, motivation, and scalability as the company grows. This is a design-first, high-ownership position within a fast-paced, mission-driven organization.
Responsibilities
- Own the end-to-end design of GTM incentive compensation for pre- and post-sales organizations, including AEs, sales leadership, solutions teams, and customer success.
- Develop models to forecast plan costs, incentive ROI, and attainment distribution, including scenario analysis and diagnosis of existing plans.
- Partner with Compensation Business Partners to align OTE, pay mix, and leverage with market benchmarks and internal equity, while managing budget adherence.
- Define and communicate the compensation philosophy, presenting plan performance and risks to executives and educating GTM leaders and sellers.
- Architect scalable plan mechanics for hypergrowth, such as quota structures, accelerators, multipliers, and SPIFFs.
- Translate GTM strategy changes (e.g., new segments, product launches, territory shifts) into timely and accurate comp plan updates.
- Collaborate with the compensation admin team on the ICM platform, quota-to-payout reconciliation, payout automation, and real-time earnings visibility.
- Establish governance for plan documentation, approval workflows, version control, and audit practices, leading dispute resolution with clear SLAs.
- Partner with Finance to align goal translation with incentive strategy outcomes.
Requirements
- 10+ years of experience in sales/incentive compensation design, revenue operations, or a related field.
- Demonstrated experience owning plan design at scale within a B2B SaaS environment.
- Deep, hands-on expertise in designing incentive structures for sales organizations (accelerators, SPIFFs, overlays, co-sell frameworks).
- Strong analytical and modeling skills, capable of structuring ambiguous problems, working with incomplete data, and quantifying design impacts.
- Proven ability to influence senior stakeholders across Sales, Finance, People, and Legal through clear communication, judgment, and data-backed recommendations.
- Comfort operating autonomously as a leader and function owner, setting direction and building the function.
- Bonus experience in high-growth organizations, with consumption- or usage-based pricing, or in AI/legal technology.