Director, Sales Compensation Strategy

Ladders; United States; Remote; USD 207,000 - 311,000; Full time

Benefits offered by this job

Flexible work schedule

Bonus plan participation

Annual stock grants

Comprehensive benefits

Support for process improvement

Job summary

Ladders is seeking a Director, Sales Compensation Strategy to shape the design and governance of sales compensation programs that support commercial priorities while balancing financial risk and motivation. You will partner with senior leaders across Sales, Finance, and cross-functional teams to align pay design with business goals.

Ideal candidates bring deep expertise in incentive plan architecture, quota methodology, and compensation analytics, and can advise executives with data-driven

Qualifications

• 10+ years in sales or go-to-market functions.
• 8+ years in sales compensation plan design for direct sellers.
• 3+ years of people management experience.
• Strong executive communication skills.
• Proficiency in analytics and AI initiatives.
• Deep knowledge of compensation governance frameworks.
• Experience leading cross-functional initiatives.

Responsibilities

• Lead the design of annual and in-year compensation plans for sales roles
• Align compensation programs with go-to-market priorities
• Design pay curves and performance levers to manage financial risk
• Partner with Finance on quota-setting methodology
• Measure incentive effectiveness and iterate based on data
• Build compensation analytics to model outcomes and monitor performance
• Act as a trusted advisor to senior leaders in Sales and Finance

Skills

Sales leadership

Sales comp design

People management

Executive communication

Analytics & AI

Compensation governance

Cross-functional leadership

Job description

For our client, we are seeking a Director, Sales Compensation Strategy to join the team of a leader in the Information Technology space.

This role will shape the design and governance of sales compensation programs that support commercial priorities while balancing financial risk and employee motivation. You will partner closely with senior leaders across Sales, Finance, and other cross-functional teams to align pay design with business goals. The ideal candidate brings deep expertise in incentive plan architecture, quota methodology, and compensation analytics, along with the ability to advise executives and drive data-informed decisions.

Location: Remote - US based candidates only, no visa sponsorship available

Compensation: $207,000 – $310,600 annually

Responsibilities

• Lead the design of annual and in-year compensation plans for sales roles
• Align compensation programs with go-to-market priorities
• Design pay curves and performance levers to manage financial risk
• Partner with Finance on quota-setting methodology
• Measure incentive effectiveness and iterate based on data
• Build compensation analytics to model outcomes and monitor performance
• Act as a trusted advisor to senior leaders in Sales and Finance

Qualifications

• 10+ years in sales or go-to-market functions
• 8+ years in sales compensation plan design for direct sellers
• 3+ years of people management experience
• Strong executive communication skills
• Proficiency in analytical and AI initiatives
• Deep knowledge of compensation governance frameworks
• Experience leading cross-functional initiatives

Benefits

• Flexible work schedule with a mix of in-office and remote work
• Opportunity for participation in a bonus plan
• Access to annual refresh stock grants
• Comprehensive benefits package
• Support for continuous process improvement initiatives

Our client is an equal opportunity employer. We encourage you to apply even if you don’t meet every qualification—your background could be exactly what this team needs.