Manager, GTM Planning & Operations (Incentive Compensation Strategy)

　　at GitLab

　　Remote, North America

　　The GitLab DevSecOps platform (https://about.gitlab.com/solutions/devops-platform/) empowers 100,000+ organizations to deliver software faster and more efficiently. We are one of the world’s largest all-remote companies (https://about.gitlab.com/company/culture/all-remote/guide/) with 2,000+ team members and values (https://handbook.gitlab.com/handbook/values/) that foster a culture where people embrace the belief that everyone can contribute. Learn more about Life at GitLab (https://vimeo.com/778157354) .

　　Remote, Americas

　　An overview of this role

　　The GTM Planning & Operations team is charged with planning a high-performing, robust, and efficient CRO organization that maximizes the company’s revenue growth through the implementation of aligned and well-analyzed annual plans. In particular, this role focuses on Incentive Compensation Design and Analytics: that is to say, ownership over the company’s Sales Compensation program, which entails developing, executing on, and analyzing GitLab’s Sales Compensations strategy. Incentives for the Field team at GitLab are a major leverage point to help shape the company’s growth. This role empowers prospective team members to make a sizable impact on the shape of GitLab’s current and future results.

　　What you’ll do

　　Be a key driver and architect of the annual Go-To-Market planning process for the CRO organization

　　Drive all aspects of compensation design for roles across the CRO organization (including core Sales, Customer Success, Partners, Management, Sales Development, and others); Collaborate closely with Sales, Finance, Sales Commissions & Ops in the process

　　Play a key role in helping to design an efficient, effective and predictable GTM motion

　　Deliver insightful comp analytics that lead to improvements in the design and effectiveness of compensation models

　　Support quota/compensation troubleshooting throughout the year

　　Define, Iterate on, and own a key set of policies that pertain to incentive compensation administration

　　What you’ll bring

　　BA/BS degree in engineering, accounting, finance, economics or other quantitative fields preferred

　　Willingness to partner, collaborate and influence across functional areas (e.g. Finance, People Operations and Sales) and support multiple business partners

　　Excellent problem solving, project management, interpersonal and organizational skills

　　Previous experience in Consulting, Banking, PE or Strategy roles a big plus

　　Advanced analytical and financial modeling skills with high motivation to drive high value insights

　　SFDC and Xactly familiarity and knowledge of typical enterprise SaaS tools

　　Considerable relevant experience and a solid understanding of go-to-market design & sales planning as well as sales compensation design & analytics

　　Considerable experience interacting with Leaders at the VP level as well as experience collaborating closely with leaders at the Sr. Director level and below

　　SaaS and B2B experience preferred

　　Interest in GitLab, and open source software

　　Share our values (https://handbook.gitlab.com/handbook/values/) , and work in accordance with those values.

　　About the team

　　The GTM Planning & Operations team is currently 3 people, including 2 individual contributors who specialize in quota administration and headcount planning respectively. Adding this incentive compensation specialist will round out the team in its current iteration.

　　Regular deliverables for the team include:

　　Quota and capacity models for a new fiscal year, approved by all Sales Leader and Finance stakeholders

　　Aligned headcount plans that meet all CRO organization teams’ business needs and fit within budget

　　A robust incentive compensation program that aligns to company objectives and fits within budget

　　Regular and ad hoc reporting on actuals compared to targets for all of the above

　　Examples of special projects that our team takes on:

　　External benchmarking to compare GitLab quota, compensation, or headcount practices to peers in the market

　　Transformational projects to build a new CRO function at GitLab or fundamentally change our current Go-to-Market

　　Investing in technology or data to improve any operational processes related to quota, compensation, or headcount planning

　　How GitLab will support you

　　Benefits to support your health, finances, and well-being (https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/)

　　All remote (https://about.gitlab.com/company/culture/all-remote/guide/) , asynchronous (https://about.gitlab.com/company/culture/all-remote/asynchronous/) work environment

　　Flexible Paid Time Off (https://about.gitlab.com/handbook/paid-time-off/)

　　Team Member Resource Groups

　　Equity Compensation & Employee Stock Purchase Plan (https://about.gitlab.com/handbook/stock-options/)

　　Growth and development budget (https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/#growth-and-development-benefit)

　　Parental leave (https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave)

　　Home office (https://about.gitlab.com/handbook/finance/procurement/office-equipment-supplies/) support

　　Please note that we welcome interest from candidates with varying levels of experience; many successful candidates do not meet every single requirement. Additionally, studies have shown that people from underrepresented groups (https://about.gitlab.com/company/culture/inclusion/#examples-of-select-underrepresented-groups) are less likely to apply to a job unless they meet every single qualification. If you're excited about this role, please apply and allow our recruiters to assess your application.

　　Remote-Global

　　The base salary range for this role’s listed level is currently for residents of listed locations only. Grade level and salary ranges are determined through interviews and a review of education, experience, knowledge, skills, abilities of the applicant, equity with other team members, and alignment with market data. See more information on our benefits (https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/) and equity (https://about.gitlab.com/handbook/stock-options/) . Sales roles are also eligible for incentive pay targeted at up to 100% of the offered base salary.

　　Colorado/Washington pay range

　　$117,600—$226,800 USD

　　California/New York/New Jersey pay range

　　$117,600—$252,000 USD

　　Country Hiring Guidelines: GitLab hires new team members in countries around the world. All of our roles are remote, however some roles may carry specific location-based eligibility requirements. Our Talent Acquisition team can help answer any questions about location after starting the recruiting process.

　　Privacy Policy: Please review our Recruitment Privacy Policy. (https://about.gitlab.com/handbook/hiring/candidate/faq/recruitment-privacy-policy/) Your privacy is important to us.

　　GitLab is proud to be an equal opportunity workplace and is an affirmative action employer. GitLab’s policies and practices relating to recruitment, employment, career development and advancement, promotion, and retirement are based solely on merit, regardless of race, color, religion, ancestry, sex (including pregnancy, lactation, sexual orientation, gender identity, or gender expression), national origin, age, citizenship, marital status, mental or physical disability, genetic information (including family medical history), discharge status from the military, protected veteran status (which includes disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, and Armed Forces service medal veterans), or any other basis protected by law. GitLab will not tolerate discrimination or harassment based on any of these characteristics. See also GitLab’s EEO Policy (https://about.gitlab.com/handbook/people-policies/inc-usa/#equal-employment-opportunity-policy) and EEO is the Law (https://about.gitlab.com/handbook/labor-and-employment-notices/#eeoc-us-equal-employment-opportunity-commission-notices) . If you have a disability or special need that requires accommodation (https://about.gitlab.com/handbook/people-policies/inc-usa/#reasonable-accommodation) , please let us know during the recruiting process (https://about.gitlab.com/handbook/hiring/interviewing/#adjustments-to-our-interview-process) .