Director of Sales Incentives

About the role: You are Nscale’s Behavioral Architect. You will design incentive plans that motivate our sales reps to hit hyper-growth targets while keeping corporate margins safe and aligning perfectly with our hardware deployment realities. Selling physical infrastructure means we cannot compensate reps for selling compute that doesn't exist yet, but we must still incentivize aggressive pipeline generation. You will dive into this complex tension, build the foundational compensation models from a blank page, and act as the crucial, objective bridge between the high-energy sales floor and the strict governance of the Corporate Finance and HR teams.

Responsibilities:

• Strategic Compensation Architecture: Own the complete blueprint for all GTM incentive plans (AEs, Deal Strategists, Leaders), ensuring they drive the right behavioral outcomes and align with Nscale's long-term business strategy.
• Margin & Capacity Alignment: Design sophisticated payout structures that tie commissions not just to closed-won contracts, but to actual hardware deployment schedules, utilization rates, and realized margins.
• Cross-Functional Bridge Building: Act as the objective translator and negotiator between Sales leadership (who want aggressive accelerators) and Finance/HR (who require predictability and cost control).
• Quota & Territory Modeling: Partner with RevOps to meticulously model territories and set achievable, yet highly ambitious quotas based on rigorous data rather than gut feeling.
• Dispute Resolution & Governance: Manage the ongoing administration of the plans, handle exception requests with high EQ, and ensure all plans remain legally compliant across multiple global jurisdictions.

You may be a good fit if you have:

• 8+ years of experience in compensation architecture, RevOps, or sales incentive design, preferably within a hardware, cloud, or complex B2B enterprise environment.
• Extremely high EQ and a thick skin. You know how to manage the natural, intense tension between aggressive sales demands and corporate governance without bruising egos.
• Advanced financial modeling skills. You can build highly complex, multi-variable spreadsheet models to pressure-test compensation scenarios before they are rolled out.
• A player-coach mentality. You are comfortable presenting a high-level compensation philosophy to the Board, and equally comfortable manually calculating a complex commission dispute for a rep.
• Deep understanding of commission software tools and the ability to integrate plan design into payroll mechanics seamlessly.

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