Director, Sales Compensation
for each heading. Use - for lists. Use
for prose. Do not repeat job title. Remove boilerplate: EEO, legal, etc. Also remove "Use of AI Technology" maybe not needed? It's not a section heading but could be considered boilerplate? It's about recruitment process, maybe we can drop it as it's not substantive? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. "Use of AI Technology" is not exactly those but could be considered part of recruitment process; not required to keep. Probably safe to drop.
We need to preserve all substantive information. So we need sections: About the role (intro paragraph), Responsibilities (list), Requirements (list), Benefits (list), Pay (salary ranges). Also maybe "What We Offer" includes benefits etc. We'll combine.
We must not create sections with filler like "commensurate with experience". We have actual salary ranges, so Pay section is appropriate.
We need to avoid repeating job title. Use headings: About the role, Responsibilities, Requirements, Benefits, Pay.
We need to ensure we include all substantive info: The intro paragraph about role, the "What you'll do:" list, the "What you'll bring:" list, the "Be Human With Us:" paragraph (maybe we can include as part of About the role or separate? It's about culture, could be part of About the role or maybe we can include as a separate section like "Culture". But instruction: only include section when posting has real specific content. The "Be Human With Us:" is a paragraph about culture; we could include it under About the role or maybe as its own section "Culture". However we already have About the role; we could incorporate that paragraph there. But we need to preserve all substantive info; we can add it as a
under About the role.
Also "What We Offer:" includes benefits etc. We'll create Benefits section with list items.
Pay: include salary ranges.
We must not include duplicated lines. Ensure we don't include application instructions.
Let's extract content.
Intro: "Ready to be a Titan? The Director - Sales Compensation Strategy & Operations is an integral role on the Revenue Strategy & Operations team, owning incentive compensation plans across more than 500 production roles in the business (Sales Dev, New Logo Sales, Cross Sell/Upsell, Fintech, Post Sales) that drive ServiceTitan’s sustainable growth. This leader will maintain a deep understanding of ServiceTitan’s GTM, broader company strategy and industry best practices to align incentives with our company outcomes. Furthermore, this individual will be an AI champion, driving process improvements and analytics aimed at both increasing accuracy and the quality of recommendations / decision making. Explicitly, this is a cross-functional, high impact role requiring extreme ownership in partnership with ServiceTitan’s senior leaders to achieve the dual mandate of operational excellence & extraordinary outcomes in ServiceTitan’s production team."
That's About the role.
Responsibilities (What you'll do):
- Develop & Implement incentive compensation plans that motivate Titans and align compensation outcomes with ServiceTitan’s strategy, partnering with Sales leadership & People operations
- Continuously analyze effectiveness of incentive compensation plans in achieving ServiceTitan’s strategy and recommend adjustments & pivots when appropriate to balance simplicity & driving specialized outcomes
- Research industry best practices across B2B SaaS and adjacencies to appropriately benchmark and ensure ServiceTitan is at the cutting edge of incentive compensation
- Present insights and recommendations to senior leaders and cross-functional stakeholders to drive decision making
- Drive day-to-day incentive compensation operations including monthly payouts and accruals in partnership with Finance & Accounting
- Consistently improve day-to-day processes, consistently evaluating and streamlining to ensure nothing falls through the cracks
- Partner and collaborate cross-functionally with Operations, Finance, HR and Sales leaders
- Lead and develop a team of high performing compensation professionals
Requirements (What you'll bring):
- 8-10+ years of work experience in a combination of high growth tech companies and/or management consulting and 3+ years of experience leading high performing teams
- Functional experience in Sales/incentive compensation including experience with at-scale organizations (e.g., SOX compliance processes or similar)
- Experience conducting quantitative and qualitative analyses (e.g. customer research, data analysis, competitive benchmarking, etc.)
- Comfort with analyzing processes, identifying automation opportunities and executing to completion, leveraging traditional Sales Compensation tools (e.g., Captivate, Xactly) as well as AI-powered workflows
- Demonstrated excellence in cross-functional communication and collaboration, with the ability to simplify and explain complex problems to stakeholders of all levels
- Ability to distill complex issues into concrete action plans; manage execution; and drive results
- Energized by ambiguity and dynamic, fast-paced working environments that provide a diverse experience and opportunity to tackle different problems
- Track record of leading, growing and developing high performing teams
Culture/Be Human With Us paragraph:
"Being human isn’t about checking every box on a list. It’s about the experiences we have, people we meet, and the perspectives we share. So, if you have the skills but are hesitant to apply because of your background, apply anyway. We need amazing people like you to help us challenge the conventional and think differently about the problems that we’re solving. We’re in this together. Come be human, with us."
We could include as a
under About the role or separate section "Culture". Since we already have About the role, we could append that paragraph there.
Benefits (What We Offer):
List items:
- Flextime, recognition, and support for autonomous work: Flexible time off with ample learning and development opportunities to continue growing your career. We offer a comprehensive onboarding program, leadership training for Titans at all levels, and other programs and events. Great work is rewarded through Bonusly, peer-nominated awards, and more.
- Holistic health and wellness benefits: Company-paid medical, dental, and vision (with 100% employer paid options and 90% coverage for dependents), FSA and HSA, 401k match, and telehealth options including memberships to One Medical.
- Support for Titans at all stages of life: Parental leave and support, up to $20k in fertility services (i.e. IUI and IVF), surrogacy, and adoption reimbursement, on demand maternity support through Maven Maternity, free breast milk shipping through Maven Milk, pet insurance, legal advisory services, financial planning tools, and more.
- At ServiceTitan, we celebrate individuality and uniqueness. We believe that the convergence of fresh perspectives and experiences from all walks of life is what makes our product and culture so great. We strongly encourage people from underrepresented groups to apply. (This is more EEO but it's part of benefits? It's about diversity; we could keep as a paragraph but it's somewhat EEO. Might be considered boilerplate? It's not exactly EEO legal; it's a statement encouraging underrepresented groups. Might be okay to keep as part of Benefits or separate. The instruction says remove EEO/equal-opportunity boilerplate. This is a statement encouraging underrepresented groups; could be considered EEO. Safer to drop that line. However the sentence "At ServiceTitan, we celebrate individuality and uniqueness..." is more culture; but it's borderline. I'd keep it as part of Benefits? Might be considered EEO. Safer to omit that sentence. We'll keep the other benefit items.
Pay:
- Salary ranges: Zone 1: $198,200 USD - $297,400 USD (CA, CT, DC, MD, MA, NJ, NY, VA, WA); Zone 2: $185,300 USD - $277,900 USD (All other US locations). International compensation varies.
We should not include "For candidates in the United States, the good faith salary ranges estimate for this role is". We'll just present the ranges.
We must not create Schedule section as none.
Now produce HTML fragment.
Structure:
About the role
Ready to be a Titan? The Director - Sales Compensation Strategy & Operations is an integral role on the Revenue Strategy & Operations team, owning incentive compensation plans across more than 500 production roles in the business (Sales Dev, New Logo Sales, Cross Sell/Upsell, Fintech, Post Sales) that drive ServiceTitan’s sustainable growth. This leader will maintain a deep understanding of ServiceTitan’s GTM, broader company strategy and industry best practices to align incentives with our company outcomes. Furthermore, this individual will be an AI champion, driving process improvements and analytics aimed at both increasing accuracy and the quality of recommendations / decision making. Explicitly, this is a cross-functional, high impact role requiring extreme ownership in partnership with ServiceTitan’s senior leaders to achieve the dual mandate of operational excellence & extraordinary outcomes in ServiceTitan’s production team.
Being human isn’t about checking every box on a list. It’s about the experiences we have, people we meet, and the perspectives we share. So, if you have the skills but are hesitant to apply because of your background, apply anyway. We need amazing people like you to help us challenge the conventional and think differently about the problems that we’re solving. We’re in this together. Come be human, with us.
Responsibilities
- Develop & Implement incentive compensation plans that motivate Titans and align compensation outcomes with ServiceTitan’s strategy, partnering with Sales leadership & People operations
- Continuously analyze effectiveness of incentive compensation plans in achieving ServiceTitan’s strategy and recommend adjustments & pivots when appropriate to balance simplicity & driving specialized outcomes
- Research industry best practices across B2B SaaS and adjacencies to appropriately benchmark and ensure ServiceTitan is at the cutting edge of incentive compensation
- Present insights and recommendations to senior leaders and cross-functional stakeholders to drive decision making
- Drive day-to-day incentive compensation operations including monthly payouts and accruals in partnership with Finance & Accounting
- Consistently improve day-to-day processes, consistently evaluating and streamlining to ensure nothing falls through the cracks
- Partner and collaborate cross-functionally with Operations, Finance, HR and Sales leaders
- Lead and develop a team of high performing compensation professionals
Requirements
- 8-10+ years of work experience in a combination of high growth tech companies and/or management consulting and 3+ years of experience leading high performing teams
- Functional experience in Sales/incentive compensation including experience with at-scale organizations (e.g., SOX compliance processes or similar)
- Experience conducting quantitative and qualitative analyses (e.g. customer research, data analysis, competitive benchmarking, etc.)
- Comfort with analyzing processes, identifying automation opportunities and executing to completion, leveraging traditional Sales Compensation tools (e.g., Captivate, Xactly) as well as AI-powered workflows
- Demonstrated excellence in cross-functional communication and collaboration, with the ability to simplify and explain complex problems to stakeholders of all levels
- Ability to distill complex issues into concrete action plans; manage execution; and drive results
- Energized by ambiguity and dynamic, fast-paced working environments that provide a diverse experience and opportunity to tackle different problems
- Track record of leading, growing and developing high performing teams
Benefits
- Flextime, recognition, and support for autonomous work: Flexible time off with ample learning and development opportunities to continue growing your career. We offer a comprehensive onboarding program, leadership training for Titans at all levels, and other programs and events. Great work is rewarded through Bonusly, peer-nominated awards, and more.
for prose. Do not repeat job title. Remove boilerplate: EEO, legal, etc. Also remove "Use of AI Technology" maybe not needed? It's not a section heading but could be considered boilerplate? It's about recruitment process, maybe we can drop it as it's not substantive? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. "Use of AI Technology" is not exactly those but could be considered part of recruitment process; not required to keep. Probably safe to drop. We need to preserve all substantive information. So we need sections: About the role (intro paragraph), Responsibilities (list), Requirements (list), Benefits (list), Pay (salary ranges). Also maybe "What We Offer" includes benefits etc. We'll combine. We must not create sections with filler like "commensurate with experience". We have actual salary ranges, so Pay section is appropriate. We need to avoid repeating job title. Use headings: About the role, Responsibilities, Requirements, Benefits, Pay. We need to ensure we include all substantive info: The intro paragraph about role, the "What you'll do:" list, the "What you'll bring:" list, the "Be Human With Us:" paragraph (maybe we can include as part of About the role or separate? It's about culture, could be part of About the role or maybe we can include as a separate section like "Culture". But instruction: only include section when posting has real specific content. The "Be Human With Us:" is a paragraph about culture; we could include it under About the role or maybe as its own section "Culture". However we already have About the role; we could incorporate that paragraph there. But we need to preserve all substantive info; we can add it as a
under About the role. Also "What We Offer:" includes benefits etc. We'll create Benefits section with list items. Pay: include salary ranges. We must not include duplicated lines. Ensure we don't include application instructions. Let's extract content. Intro: "Ready to be a Titan? The Director - Sales Compensation Strategy & Operations is an integral role on the Revenue Strategy & Operations team, owning incentive compensation plans across more than 500 production roles in the business (Sales Dev, New Logo Sales, Cross Sell/Upsell, Fintech, Post Sales) that drive ServiceTitan’s sustainable growth. This leader will maintain a deep understanding of ServiceTitan’s GTM, broader company strategy and industry best practices to align incentives with our company outcomes. Furthermore, this individual will be an AI champion, driving process improvements and analytics aimed at both increasing accuracy and the quality of recommendations / decision making. Explicitly, this is a cross-functional, high impact role requiring extreme ownership in partnership with ServiceTitan’s senior leaders to achieve the dual mandate of operational excellence & extraordinary outcomes in ServiceTitan’s production team." That's About the role. Responsibilities (What you'll do): - Develop & Implement incentive compensation plans that motivate Titans and align compensation outcomes with ServiceTitan’s strategy, partnering with Sales leadership & People operations - Continuously analyze effectiveness of incentive compensation plans in achieving ServiceTitan’s strategy and recommend adjustments & pivots when appropriate to balance simplicity & driving specialized outcomes - Research industry best practices across B2B SaaS and adjacencies to appropriately benchmark and ensure ServiceTitan is at the cutting edge of incentive compensation - Present insights and recommendations to senior leaders and cross-functional stakeholders to drive decision making - Drive day-to-day incentive compensation operations including monthly payouts and accruals in partnership with Finance & Accounting - Consistently improve day-to-day processes, consistently evaluating and streamlining to ensure nothing falls through the cracks - Partner and collaborate cross-functionally with Operations, Finance, HR and Sales leaders - Lead and develop a team of high performing compensation professionals Requirements (What you'll bring): - 8-10+ years of work experience in a combination of high growth tech companies and/or management consulting and 3+ years of experience leading high performing teams - Functional experience in Sales/incentive compensation including experience with at-scale organizations (e.g., SOX compliance processes or similar) - Experience conducting quantitative and qualitative analyses (e.g. customer research, data analysis, competitive benchmarking, etc.) - Comfort with analyzing processes, identifying automation opportunities and executing to completion, leveraging traditional Sales Compensation tools (e.g., Captivate, Xactly) as well as AI-powered workflows - Demonstrated excellence in cross-functional communication and collaboration, with the ability to simplify and explain complex problems to stakeholders of all levels - Ability to distill complex issues into concrete action plans; manage execution; and drive results - Energized by ambiguity and dynamic, fast-paced working environments that provide a diverse experience and opportunity to tackle different problems - Track record of leading, growing and developing high performing teams Culture/Be Human With Us paragraph: "Being human isn’t about checking every box on a list. It’s about the experiences we have, people we meet, and the perspectives we share. So, if you have the skills but are hesitant to apply because of your background, apply anyway. We need amazing people like you to help us challenge the conventional and think differently about the problems that we’re solving. We’re in this together. Come be human, with us." We could include as a
under About the role or separate section "Culture". Since we already have About the role, we could append that paragraph there. Benefits (What We Offer): List items: - Flextime, recognition, and support for autonomous work: Flexible time off with ample learning and development opportunities to continue growing your career. We offer a comprehensive onboarding program, leadership training for Titans at all levels, and other programs and events. Great work is rewarded through Bonusly, peer-nominated awards, and more. - Holistic health and wellness benefits: Company-paid medical, dental, and vision (with 100% employer paid options and 90% coverage for dependents), FSA and HSA, 401k match, and telehealth options including memberships to One Medical. - Support for Titans at all stages of life: Parental leave and support, up to $20k in fertility services (i.e. IUI and IVF), surrogacy, and adoption reimbursement, on demand maternity support through Maven Maternity, free breast milk shipping through Maven Milk, pet insurance, legal advisory services, financial planning tools, and more. - At ServiceTitan, we celebrate individuality and uniqueness. We believe that the convergence of fresh perspectives and experiences from all walks of life is what makes our product and culture so great. We strongly encourage people from underrepresented groups to apply. (This is more EEO but it's part of benefits? It's about diversity; we could keep as a paragraph but it's somewhat EEO. Might be considered boilerplate? It's not exactly EEO legal; it's a statement encouraging underrepresented groups. Might be okay to keep as part of Benefits or separate. The instruction says remove EEO/equal-opportunity boilerplate. This is a statement encouraging underrepresented groups; could be considered EEO. Safer to drop that line. However the sentence "At ServiceTitan, we celebrate individuality and uniqueness..." is more culture; but it's borderline. I'd keep it as part of Benefits? Might be considered EEO. Safer to omit that sentence. We'll keep the other benefit items. Pay: - Salary ranges: Zone 1: $198,200 USD - $297,400 USD (CA, CT, DC, MD, MA, NJ, NY, VA, WA); Zone 2: $185,300 USD - $277,900 USD (All other US locations). International compensation varies. We should not include "For candidates in the United States, the good faith salary ranges estimate for this role is". We'll just present the ranges. We must not create Schedule section as none. Now produce HTML fragment. Structure:
About the role
Ready to be a Titan? The Director - Sales Compensation Strategy & Operations is an integral role on the Revenue Strategy & Operations team, owning incentive compensation plans across more than 500 production roles in the business (Sales Dev, New Logo Sales, Cross Sell/Upsell, Fintech, Post Sales) that drive ServiceTitan’s sustainable growth. This leader will maintain a deep understanding of ServiceTitan’s GTM, broader company strategy and industry best practices to align incentives with our company outcomes. Furthermore, this individual will be an AI champion, driving process improvements and analytics aimed at both increasing accuracy and the quality of recommendations / decision making. Explicitly, this is a cross-functional, high impact role requiring extreme ownership in partnership with ServiceTitan’s senior leaders to achieve the dual mandate of operational excellence & extraordinary outcomes in ServiceTitan’s production team.
Being human isn’t about checking every box on a list. It’s about the experiences we have, people we meet, and the perspectives we share. So, if you have the skills but are hesitant to apply because of your background, apply anyway. We need amazing people like you to help us challenge the conventional and think differently about the problems that we’re solving. We’re in this together. Come be human, with us.
Responsibilities
- Develop & Implement incentive compensation plans that motivate Titans and align compensation outcomes with ServiceTitan’s strategy, partnering with Sales leadership & People operations
- Continuously analyze effectiveness of incentive compensation plans in achieving ServiceTitan’s strategy and recommend adjustments & pivots when appropriate to balance simplicity & driving specialized outcomes
- Research industry best practices across B2B SaaS and adjacencies to appropriately benchmark and ensure ServiceTitan is at the cutting edge of incentive compensation
- Present insights and recommendations to senior leaders and cross-functional stakeholders to drive decision making
- Drive day-to-day incentive compensation operations including monthly payouts and accruals in partnership with Finance & Accounting
- Consistently improve day-to-day processes, consistently evaluating and streamlining to ensure nothing falls through the cracks
- Partner and collaborate cross-functionally with Operations, Finance, HR and Sales leaders
- Lead and develop a team of high performing compensation professionals
Requirements
- 8-10+ years of work experience in a combination of high growth tech companies and/or management consulting and 3+ years of experience leading high performing teams
- Functional experience in Sales/incentive compensation including experience with at-scale organizations (e.g., SOX compliance processes or similar)
- Experience conducting quantitative and qualitative analyses (e.g. customer research, data analysis, competitive benchmarking, etc.)
- Comfort with analyzing processes, identifying automation opportunities and executing to completion, leveraging traditional Sales Compensation tools (e.g., Captivate, Xactly) as well as AI-powered workflows
- Demonstrated excellence in cross-functional communication and collaboration, with the ability to simplify and explain complex problems to stakeholders of all levels
- Ability to distill complex issues into concrete action plans; manage execution; and drive results
- Energized by ambiguity and dynamic, fast-paced working environments that provide a diverse experience and opportunity to tackle different problems
- Track record of leading, growing and developing high performing teams
Benefits
- Flextime, recognition, and support for autonomous work: Flexible time off with ample learning and development opportunities to continue growing your career. We offer a comprehensive onboarding program, leadership training for Titans at all levels, and other programs and events. Great work is rewarded through Bonusly, peer-nominated awards, and more.