Senior Manager, Revenue Operations and Compensation

About the Company

Responsibilities

• ● Partner with revenue leaders on strategic and operational projects that improve productivity and efficiency, keep revenue teams aligned, and measure how new initiatives perform.
• ● Support the revenue operating rhythm, including the bi-weekly forecast, monthly performance summaries, QBRs, and KPI tracking.
• ● Work with revenue leaders, Finance, and People to design annual (July to June) and in-year incentive plans for all incentive roles, turning priorities like retention, multi-year renewals, and new business into plan mechanics.
• ● Model plan economics (cost of sales, pay mix against OTE, payout curves at different attainment levels) so plans work, fit each role's variable budget, and scale.
• ● Run the monthly commissions close in CaptivateIQ: data validation, plan processing, accrual review with Finance, rep statements, and the payroll handoff.
• ● Keep plans, data, and users in CaptivateIQ accurate and auditable, and keep extending how much of the close is automated.
• ● Apply commission rules consistently, and manage rep inquiries, disputes, exceptions, and clawbacks through the Quotas & Commissions governance process.
• ● Own commission letters and plan rollouts, from rates and prorations through stakeholder sign-off and team presentations.
• ● Track how well plans work (attainment distribution, payout vs. performance, cost vs. forecast) and recommend changes.
• ● Work with CS Ops, Sales & Marketing Ops, and the Salesforce team to build systems and processes that simplify daily workflows, cut errors, and drive adoption.
• ● Partner with the Data Scientist, BI, and Salesforce teams to give revenue leaders insights and clear recommendations on rep workflows, performance, and strategic initiatives.
• ● Help rationalize the revenue tech stack to cut cost and complexity, and keep revenue systems, processes, and data easy to inspect and audit.
• ● Contribute to annual planning with Operations leadership and Finance, including territory design and quota setting, and keep quotas aligned with commission plans.

Requirements

• ● 6+ years in Sales Compensation and/or Revenue Operations at a B2B SaaS company, with meaningful experience in both broader RevOps and incentive compensation.
• ● Experience supporting forecasting, planning, and revenue operations across Sales, Customer Success, and Finance.
• ● Hands-on experience administering commissions in CaptivateIQ (strongly preferred) or a similar ICM platform (e.g., Spiff, Xactly, QuotaPath), including building plans in the tool.
• ● A track record of designing incentive plans for new business, renewal/retention, and expansion roles, and measuring their impact.
• ● Strong financial modelling skills: plan cost, payout scenarios, OTE and pay mix, quota capacity.
• ● Solid command of SaaS revenue metrics (ARR, ACV, TCV, NRR/GRR) and how plan and process design affect them.
• ● Strong Salesforce knowledge (opportunity, renewal, and invoice data; reporting). SOQL/SQL or BI tool experience is an asset.
• ● Advanced Excel/Google Sheets skills. Experience with scripting or AI-assisted automation (e.g., Python, Claude) is an asset.
• ● Experience leading cross-functional process improvements from diagnosis to adoption.
• ● Able to hold a firm line on plan integrity and cost while keeping strong relationships with revenue leaders.
• ● Clear communicator who can explain complex plan mechanics simply.

Benefits

• ● ThoughtExchange wants to ensure our people are heard, supported, and cared for, so we invest in our employees. We continuously ask our employees what they need to ensure we're supporting their successes in the workplace and in life. We are proud to offer our employees the following:
• ● From day one, you'll receive a benefits package focused on health & wellness that includes a generous time off policy, flexible extended benefits plan options, and company-wide wellness days off scheduled throughout the year. Our benefits package also includes maternity & parental leave top-up programs, as well as access to Maple & Inklbot, which support our employees' primary care, mental health, and wellness needs. Flexibility: We've been remote-first for over ten years. We're contribution-focused and operate on mutual trust because we need you to feel empowered to be your best self. You know the circumstances in which you excel-where you work and how you structure your day. Culture: We walk the walk when it comes to our product, ensuring that no critical decisions are made without including our employees' perspectives. We value and prioritize everyone's voice, so we use our anonymous, anti-bias platform to ensure people feel comfortable sharing their genuine thoughts and feedback. Compensation: We want you to do your best work, and part of that is being happy with your compensation. We pay fairly, considering the complexities of market rates, experience, location, and demand. We believe in pay transparency and pay equity. In addition to competitive pay and benefits, employees receive share options when joining the company. Connection: In addition to remote hubs of employees across Canada and the US and offices in Rossland and Vancouver, we get together as a company every few years in some pretty cool locations. We also connect virtually as a company every month and celebrate one another in our gratitude Slack channel. Growth: We host regular learning sessions. You also have access to an annual Professional Development stipend & Company Coach to ensure you can grow in your role & advance your career.