Manager, Sales Compensation

Founded in 2018 with co-headquarters in Dublin and Boston, Tines powers some of the world's most important workflows. Our intelligent workflow platform applies AI, automation, and integration with human ingenuity to drive real business results.

Tines serves a diverse range of customers, from startups to public companies, including Canva, Databricks, Elastic, Kayak, Intercom, and McKesson. As an integrator across the entire tech stack, Tines is vendor-agnostic integrating with any API-enabled service. This flexibility enables our customers to achieve their highest-priority goals faster. And because Tines is secure and private by design, it’s popular with security, IT, engineering, finance, and other security-focused teams.

At Tines, we're driven by our values of Simplicity, Speed, and Soundness. We're committed to delivering exceptional customer experiences while fostering a company culture that nurtures individual curiosity, growth, and integrity. We’re excited about what’s next, and we’re looking for others to join us on our journey.

We're looking for a sales compensation leader to own how we pay our go-to-market organisation, and how that changes as our commercial model changes. You will run the engine that pays roughly 350 GTM people accurately and on time, own the design of the plans, quotas and incentives behind it, and lead a small team of analysts.

The timing is the interesting part. Tines is moving from subscription and seat-based pricing to a consumption model, which means designing and running two comp worlds in parallel while we transition. At the same time we are rebuilding the quote-to-cash stack on Salesforce Revenue Cloud Advanced, which resets crediting and the data that feeds it. You will be central to both.

This is a hands-on leadership role. You will manage and coach a small team, and you will also be in the model, in CaptivateIQ, and in the plan documents yourself.

What you'll do:

Run the compensation engine

• Own the monthly and quarterly compensation cycle end to end: crediting, calculation, review, approval and payout, delivered accurately and on time

• Own CaptivateIQ as our system of record for incentive compensation, including plan build, rule logic, testing and release

• Own crediting and comp data integrity across Salesforce and downstream systems, and work with Systems and Deal Desk to fix problems at source rather than in spreadsheets

• Oversee inquiry management ensuring clear SLAs and report on trends to improve overall processes

• Document and keep policies and process up to date for stakeholders and your team

Design the plans, quotas and incentives

• Own annual plan design in partnership with your Senior compensation analyst, GTM leadership, FP&A and People for all commissioned roles

• Collaborate with Revops business partners on the quota setting process for each function to ensure it aligns with broader compensation strategy and benchmarks

• Model attainment distribution, benchmarks and support finance in ad-hoc cost reporting

• Own and build SPIFFs and non-cash incentive programmes, including President's Club,

• Own plan communication and enablement, so reps and managers understand what they are paid for and can self-serve where needed

Evolve the compensation strategy as we grow

• Build the compensation approach for an evolving pricing model and mulit-product business in partnership with the Head of Revenue Operations and VP of Finance

• Represent compensation requirements during larger CPQ and CRM enhancements or changes

• Enhance our approach based compensation reporting: attainment by role and segment, payout curves, quota coverage and programme effectiveness

Lead and grow the team

• Manage, coach and develop a small team of compensation analysts, and set the standard and what good looks like

• Prioritise the team's work, capacity and quarterly OKRs to ensure a balance of reactiveness and impactful projects

• Stay hands-on. This is a doing and leading role, not a management-only role

What you'll bring with you:

Required experience

• 6+ years in sales compensation, revenue operations, sales finance or a closely related field, with experience managing or formally mentoring analysts

• 2-3 years direct management experience

• Proven ownership of a full incentive compensation cycle for a distributed GTM team, including crediting, calculation, payout and dispute resolution

• Hands-on administration of an ICM platform, ideally CaptivateIQ, including building and testing plan logic yourself

• Demonstrated plan design experience: pay mix, leverage, accelerators and quota setting, with the modelling to back the recommendation

• Strong Salesforce data fluency, and the ability to translate commercial requirements into system and crediting logic

• Advanced Excel or Google Sheets modelling, including capacity, attainment and cost of sale models

• Excellent stakeholder management, with the credibility to hold a position with Sales leaders and the judgement to know when to flex

• You can communicate simply, clearly, and directly, especially with senior leaders, and your written work is polished enough to go straight to an executive audience

Bonus points

• Experience with consumption, usage-based or hybrid pricing models and their compensation implications

• Experience through a CPQ or quote-to-cash migration, ideally Salesforce CPQ or Dealhub

• Experience in cybersecurity, IT or AI markets

• Familiarity with ASC 606 commission capitalisation and audit requirements

• Experience compensating post-sales and partner roles, not just AEs

#LI-SW1

At Tines, we’re all about trying new things and taking the leap. If you’re second-guessing your application, we hope you’ll trust your gut and take the leap too! Applying for a new job isn’t always easy, especially if you’re thinking of a career pivot – but we’re big believers in learning and growth here at Tines, so you’ve nothing to worry about. A variety of experience, perspectives, and voices makes us the company we are. We’d love to hear from you.

Tines provides equal employment opportunities to all employees and applicants for employment without regard to sex, race, colour, ethnic or social origin, genetic features, language, religion or belief, political or any other opinion, membership of a national minority, property, birth, disability, age or sexual orientation.

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