Senior Manager of Sales Compensation & Incentive Strategy, Horizon3
$170-200k
+ Equity
Autonomous security solutions
Posted today
Autonomous security solutions
201-500 employees
Posted today
$170-200k
+ Equity
201-500 employees
Company mission
To help find and fix attack vectors before attackers can exploit them.
Role
Who you are
- 10 or more years in sales compensation, incentive design, revenue operations, or sales finance, with meaningful depth specifically in incentive plan design
- Real design experience rather than administration experience. You have authored plan structures, accelerator design, and crediting rules, and defended them to executives who pushed back
- Deep experience with quota methodology at scale, including proration, ramp design, attainability analysis, and overlay and management quota construction
- Advanced financial modeling skills. You can stress-test a design before it ships and diagnose a plan already in market
- Strong command of incentive compensation platforms and the configuration logic underneath them, and fluency in Salesforce as the crediting and attainment source of truth
- A builder mindset. You are energized by ambiguity and comfortable creating structure where none exists
- High EQ and a thick skin. You can hold the tension between Sales asking for aggressive accelerators and Finance asking for cost control without losing either side
- A player-coach disposition. You can present compensation philosophy to executives and work a single rep's commission dispute by hand
- Willingness to say no with a reason, and comfort being the decision-maker on routine exceptions
- Experience in high-growth environments where the organization doubled underneath you
What the job involves
- Revenue Operations owns the operating system behind how Horizon3 goes to market: how the business is planned, how territories and quotas are set, how performance is measured, and how sellers are paid
- Compensation is where that work becomes real to the field, and we are building a dedicated compensation pillar inside Sales Operations so it is designed deliberately rather than assembled cycle by cycle
- We are hiring a hands-on owner for how Horizon3 designs incentives for its global go-to-market organization. You will build the incentive architecture that turns our revenue plan into the quota structures, plans, and payouts that motivate and reward our sellers
- This is a design-first, high-ownership role: you will set the compensation philosophy, build the plans, and put the modeling and governance in place to keep them fair, motivating, and defensible as we scale
- The opportunity is the scope. Our go-to-market organization is on track to roughly double over the next several quarters across the Americas, EMEA, APJ, public sector, and our partner and managed service provider motions, and compensation is being built as a durable capability rather than a recurring manual cycle. You will own that build, and your work will land in front of Sales, Finance, and executive leadership every quarter
- Own plan design across quota-carrying, overlay, management, channel, and partner-facing roles, including pay mix, rate structures, accelerators, caps, draws, and multi-period attainment mechanics
- Set the sales compensation philosophy and own the executive narrative on plan performance, cost, and risk
- Design crediting rules that survive real deal complexity, including seller splits, partner co-sell dual credit, marketplace and distributor fulfillment, and negative booking treatment
- Translate strategy changes, including new segments, pricing launches, and coverage model shifts, into plan updates delivered quickly and accurately
- Partner with Finance and Sales Operations to translate approved goals into sensible, defensible quota structures across functions, segments, and every layer of sales leadership
- Own the methodology itself: how quota is constructed by role, how it is prorated for mid-period starts, how ramp is phased, and how commission rate integrity and accelerator behavior hold through it
- Analyze proposed quotas for attainability and internal equity before they go to the field, using attainment history, capacity, and coverage to flag numbers that will not produce the intended behavior
- Help move quota construction from a manual build toward a rules-driven process, where role, segment, region, and start date generate the structure deterministically
- Own SPIFF and short-term incentive programs end to end, from intake and design through approval, field communication, and payout validation
- Manage them as a portfolio inside an agreed budget envelope, making tradeoffs explicit when requests exceed it
- Pressure-test proposed programs for the failure modes that actually occur, including duplicate payment, goals set below rolled-up quota, and uncapped exposure
- Close the loop on whether each program changed behavior, so the next design is informed rather than assumed
- Own and publish the compensation decision rights framework, including exception thresholds by dollar value and population impact
- Act as the approving authority on routine exceptions, and run dispute resolution with clear service levels and consistent outcomes
- Codify decisions into policy so the next instance is resolved by the document instead of by a meeting
- Own the governance layer: plan documentation, program terms, approval workflow, version control, and audit-ready records
- Partner with our commissions function to deliver quotas and signed plans to new hires within days of their start date, and hold that through a sustained hiring ramp
- Carry plan assignment and proration execution alongside Finance, with the deliberate intent that neither party is single-threaded
- Drive automation across the onboarding to payment chain, replacing manual steps with governed workflow
- Partner with Revenue Operations Systems so CRM structure supports crediting, attainment, and territory hierarchy cleanly
- What Success Looks Like:
- Quota construction runs on published methodology with a documented exception path, rather than a manual build repeated each cycle
- Quotas are analyzed for attainability and equity before they reach the field, not after reps start pushing back
- New hires receive their quota and signed plan within days of starting, consistently, without depending on any one person
- Routine compensation exceptions resolve at the right level and no longer require leadership approval
- The annual compensation strategy recommendation is approved by Sales and Finance leadership ahead of board review, on schedule rather than against the deadline
- Sellers and managers trust their attainment numbers and stop asking which version is right
- Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change at any time with or without notice
Our take
In an era marked by escalating cyber threats and data breaches, safeguarding digital assets has become a high priority across all industries. Amid this landscape, Horizon3.ai stands out as an autonomous security solution by addressing the critical need for robust cybersecurity.
At the heart of Horizon3.ai's mission is NodeZero™, a platform designed to elevate proactive security measures. Using this, customers can verify their security posture and identify potential vulnerabilities through self-service. This proactive approach to cybersecurity effectively thwarts potential exploits and ensures the integrity of their digital infrastructure.
With 2025 funding in hand, the company is poised to further its ambition to develop into an industry-leading cybersecurity company. The infusion of funds will be channelled towards expanding its partner network, refining its offerings and entering the US government market. Horizon3 aims to establish itself as a pivotal player in the evolving autonomous security landscape, a highly lucrative market valued at $80 billion.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
-8% employee growth in 12 months
Company
Funding (last 2 of 6 rounds)
Jun 2025
$100m
SERIES D
Aug 2023
$40m
SERIES C
Total funding: $187m
Company benefits
- Growth Opportunities: Be part of a dynamic and growing team with numerous career advancement opportunities
- Innovation-Driven Culture: Work in a collaborative environment that encourages creativity and out-of-the-box thinking
- Flexible Work Environment: Enjoy the convenience and work-life balance that comes with remote work
- Inclusive and Diverse Team: We value diversity and promote an inclusive culture where everyone can thrive
Company HQ
SoMa, San Francisco, CA
Leadership
Snehal Antani
(Co-Founder & CEO)Graduated from the Rensselaer Polytechnic Institute with an MS in Computer Science. Previously worked at IBM as a Lead Architect, at GE Capital as the CIO of Distribution Finance and Splunk as the SVP & GM of Business Analytics & IoT.
Anthony Pillitiere
(Co-Founder)Graduated from the University of Maryland with a Bachelor's Degree in Computer Systems Networking and Telecommunications. Previously worked at the United States Air Force in multiple roles, including Deputy Chief Technology Officer.
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