Director of Sales Incentives
At a glance
Leadership Sales Leadership role at nscaleoperationsukltd. Houston · $170,000–$300,000 base.
Growth Roles summary, based on the employer's posting.
What you'll do
- Own incentive-plan design for AEs, deal strategists, and sales leaders
- Build payouts around deployment timing, utilization, realized margins, and contract wins
- Translate sales, Finance, and HR priorities into governed, cost-aware plans
- Model territories and ambitious quotas with RevOps using rigorous data
- Administer plans, resolve exceptions, and keep them compliant across jurisdictions
What you bring
- Bring at least eight years in compensation architecture, RevOps, or sales incentive design
- Show advanced financial modeling skills for complex, multi-variable spreadsheet scenarios
- Know commission software and how to connect plan design with payroll mechanics
- Balance board-level compensation strategy with hands-on commission dispute calculations
- Use strong EQ and resilience when sales pressure meets corporate governance
Who this fits
You’ll suit a player-coach role that spans strategic planning, board communication, and detailed commission administration. The position is based in Houston, United States, and its plans must operate across multiple global jurisdictions. You’ll work between sales leadership, Finance, HR, and RevOps while accounting for physical hardware deployment.
From the employer
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.
The range below reflects the base salary for the position. Actual compensation may vary based on job-related factors such as skill set, experience, education, and location. In addition to base salary, this role may be eligible for bonus, equity, and/or commission programs. Nscale may offer a competitive benefits package including medical, dental, vision, flexible paid time off, parental leave, and retirement plan participation.
Salary Range$170,000—$300,000 USDFor information on how Nscale handles candidate personal data, please see our Employee & Candidate Privacy Notice: Here.
Nscale does not accept unsolicited candidate submissions from recruitment agencies.
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