Incentive Compensation Manager

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An overview of this role

As an Incentive Compensation Manager, you will be responsible for the strategic design, implementation, and operational management & enablement of all incentive compensation programs across the Chief Revenue Officer (CRO) organization. This includes Sales, Customer Success, Professional Services, Channel/Partnerships roles. You will serve as the subject matter expert on sales compensation philosophy and policy, partnering with executive leadership to design plans that drive strategic behaviors, optimize sales productivity, and support GitLab's revenue growth objectives while maintaining cost efficiency and market competitiveness.

This role requires a unique combination of strategic thinking, analytical rigor, operational excellence, and change management expertise. You will report to the Director of Incentive Compensation and be responsible for all aspects of the compensation lifecycle— from annual plan design through monthly commission processing—ensuring accuracy, compliance, and alignment with business goals.

What You'll Do 

Lead annual compensation plan development in partnership with CRO, Sales Leadership, Customer Success, and Finance; translate business objectives into effective incentive structures

Design role-specific compensation frameworks including base/variable splits, quota-to-OTE ratios, accelerators, decelerators, thresholds, and performance tiers aligned to role expectations and market standards

Design compensation mechanics that bridge traditional SaaS (ARR/subscription) and consumption-based (usage/metered) revenue motions, including hybrid quota structures, draw mechanics, and milestone-based incentives where revenue recognition is non-linear

Leverage AI-powered tools and automation to develop self-service rep inquiry agents, streamline commission calculations, and enhance plan modeling capabilities

Develop compensation governance frameworks including plan approval workflows, exception handling, change management protocols, and ongoing plan maintenance processes

Model compensation scenarios to optimize the balance between motivational impact, cost efficiency, competitive positioning, and predictability; conduct sensitivity analysis on various business outcomes

Partner with People/Total Rewards to ensure CRO compensation programs align with GitLab's overall compensation philosophy, internal equity principles, and total rewards strategy

Design incentive mechanisms that drive strategic behaviors including new logo acquisition, expansion, consumption revenue growth, multi-year deals, product mix, and customer retention

Create SPIFs, contests, and accelerator programs to address short-term business priorities and accelerate specific outcomes (pipeline generation, deal velocity, strategic initiatives)

Develop compensation analytics frameworks to track plan effectiveness, cost efficiency, and business impact

Track key compensation metrics including average earnings, payout ratios, cost-per-dollar-sold, plan leverage, and quota attainment distribution

Model the impact of compensation changes on representative behavior, company costs, revenue outcomes, and team morale

Conduct ongoing plan performance reviews comparing actual results against design intent; recommend mid-year adjustments when warranted

Leverage AI to provide visibility into compensation spend, attainment trends, and plan performance against objectives

Perform ROI analysis on compensation investments including SPIFs, accelerators, and special programs

Partner with Sales Analytics to integrate compensation data with broader revenue performance analytics

Serve as trusted advisor to Stakeholders & Sales Leadership on all compensation-related matters including plan design, policy decisions, and individual situations

Present compensation recommendations to Sales leadership, Finance leadership, and Incentive Compensation Committee

Lead annual compensation communication campaigns including plan rollouts, training sessions, manager enablement, and field team Q&A

Manage compensation inquiries from field teams, providing clear explanations of plan mechanics, policies, and individual situations

Partner with Sales Enablement to incorporate compensation understanding into onboarding programs and ongoing training

Collaborate with Finance/FP&A on compensation expense planning, budget management, and actual-vs-plan reporting

Work with Legal and Compliance teams to ensure plan structures meet regulatory requirements across global markets

Engage with Total Rewards/People teams on holistic compensation philosophy, market data, and employee experience

What You’ll Bring 

5 years of progressive compensation experience with at least 3-5 years focused specifically on sales compensation design and incentive strategy & operations

Deep expertise in B2B SaaS & Consumption sales compensation including experience with multiple sales roles (AEs, SEs, CSMs, Channel, etc.) and complex go-to-market motions

Background in high-growth SaaS companies ($500M+ ARR preferred) with experience scaling compensation operations

Direct experience designing and administering compensation plans in a hybrid SaaS and consumption business model — including handling variable payout timing, usage-based quotas, and ramp structures unique to consumption GTM

Understanding of consumption growth dynamics (land-and-expand, usage ramps) and how they differ from traditional SaaS renewal/expansion motions and how to incentivize both

Hands-on experience using AI or machine learning tools in a sales compensation or revenue operations context

Proven track record designing and implementing compensation plans that drove measurable improvements in sales productivity, behavior change, and business outcomes

Experience implementing global compensation programs across multiple geographies with varying regulations and market practices

Expert-level proficiency with compensation management systems (Xactly, CaptivateIQ, Varicent, or similar platforms), and CRM applications (i.e. Salesforce)

Proficiency in data/BI tools (i.e. SQL, Tableau, or Looker for compensation reporting and ad hoc analysis)

Advanced Excel/Google Sheets modeling skills including complex formulas, scenario analysis, and financial modeling

Exceptional quantitative and analytical capabilities with attention to detail and accuracy

Understanding of quota-setting methodologies and the relationship between territory assignment, quota, and compensation

Familiarity with ASC 606 revenue recognition and implications for commission earning and payment timing

How GitLab will support you

Benefits to support your health, finances, and well-being

Flexible Paid Time Off  

Team Member Resource Groups

Equity Compensation & Employee Stock Purchase Plan

Growth and Development Fund

Parental leave  

Home office 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 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. The base salary range for this role’s listed level is currently for residents of the United States only. This range is intended to reflect the role's base salary rate in locations throughout the US. 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, alignment with market data, and geographic location. The base salary range does not include any bonuses, equity, or benefits. See more information on our benefits and equity . Sales roles are also eligible for incentive pay targeted at up to 100% of the offered base salary.

United States Salary Range $139,200 — $235,200 USD

How GitLab Supports Full-Time Employees

Benefits to support your health, finances, and well-being

Flexible Paid Time Off 

Team Member Resource Groups

Equity Compensation & Employee Stock Purchase Plan

Growth and Development Fund

Parental Leave  

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 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.

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. 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  and  EEO is the Law . If you have a disability or special need that requires  accommodation , please let us know during the  recruiting process .