Senior Manager, Sales Compensation Operations

The Role

Sayari's sellers and managers are paid on plans that change as the business changes: new products, multi-year platform agreements, renewals, and both commercial and government deals. Variable compensation is an eight-figure budget and one of the largest levers the company has on how its revenue organization behaves.

You run that budget. You own the monthly commissions cycle in Everstage, from crediting and calculation through approvals and payroll, and the records behind every payout. You report the cost of compensation against plan to the CFO and the CHRO, and you bring them and the Commissions Committee recommendations on how Sayari should pay for performance: what the plans reward, where they overpay or underpay, and what to change. GTM Strategy & Planning and the committee set the plans; your analysis shapes them.

The role sits in Revenue Operations and reports to the Sales Operations leader.

What You Will Do

• Own the variable compensation budget: forecast it, track it against plan each month, and report it to the CFO and the CHRO.
• Bring recommendations to the Commissions Committee, the CFO, and the CHRO on how the plans should pay for performance, backed by what the data shows about attainment, cost, and seller behavior.
• Model the cost and effect of every proposed plan change before it is decided, including accelerators, caps, SPIFFs, and changes to quota or crediting.
• Run the monthly commissions cycle in Everstage: crediting, calculation, approvals, the payroll file, and the accrual for Finance.
• Reconcile every payout to plan, payroll, and the ledger before release, with an independent check by Finance and Revenue Operations.
• Configure each plan in Everstage and keep it current: new hires and proration, mid-year changes, SPIFFs, accelerators and kickers, win-backs, and renewal baselines.
• Carry out Commissions Committee decisions, document each ruling, and apply it consistently.
• Answer seller and manager questions on pay, resolve disputes against the plan rules, and take cases the plan does not cover to the committee.
• Launch each year's plans: plan documents, quota letters with Sales Operations, and Everstage configured for January 1.
• Maintain plan documents, policies, rulings, and version history, ready for audit and for review by the board and investors.
• Maintain the dashboards sellers and managers use to track attainment and earnings, and keep the data between Salesforce, the HR system, and Everstage accurate.
• Automate repeat steps and use AI tools to check calculations and answer routine questions.

What You Bring

• 6+ years in sales compensation, FP&A, or commercial finance at a technology company, including hands-on administration of an incentive compensation system (Everstage, Spiff, Xactly, CaptivateIQ, or similar), with time running the function on your own.
• You have managed a variable compensation budget and reported it to a CFO or executive team.
• You have made recommendations on plan design, backed by analysis, that leadership adopted.
• You have run monthly payout cycles yourself and reconciled them to plan, payroll, and the ledger, and you catch discrepancies before sellers or Finance do.
• You work to a calendar: close, approvals, and payroll on fixed dates, tracked on your own checklist.
• Strong modeling in Excel or Google Sheets: cost of compensation, attainment scenarios, and the effect of a plan change.
• You present to executives in a few slides or a one-page memo, and you communicate directly with sellers, including when the answer on pay is not what they wanted. Discretion with pay data.

Nice To Have

• Everstage.
• Salesforce reporting and HR system integrations.
• Multi-region plans with currency and local variation, and both commercial and government sales teams.
• Audit readiness for compensation processes.

What The First Month Looks Like

• Run the monthly close using the handover documents and interim support.
• Publish the close calendar for the next two cycles, with dates and owners, and hit the first one.
• Reconcile year-to-date payouts and close the open disputes.
• Report the cost of compensation against plan for the year to date to the CFO and the CHRO.
• List the plan and Everstage changes needed for January 1.

The target base salary for this position is $185,000 - $205,000 plus company bonus and equity. Final offer amounts are determined by multiple factors including location, local market variances, candidate experience and expertise, internal peer equity, and may vary from the amounts listed above.

Benefits: