Sprout Social is looking to hire a Director, GTM Strategy & Planning to lead the team that builds the plans behind how our revenue organization is structured, sized, and targeted.
What you'll do

• Team Leadership & Development: Lead and mentor a team spanning GTM strategy, planning, and variable compensation-setting clear objectives, running performance management, and driving hiring.
• GTM Strategy, Planning & Execution: Run the end-to-end annual and in-year GTM planning cycles. Own the integrated bottom-up pipeline model, reconcile it with Finance's top-down forecast, and build repeatable frameworks to evaluate emerging routes to market (PLG, partners, self-service) using TAM/SAM analysis.
• Capacity, Coverage & Segmentation Modeling: Design and optimize segmentation, coverage, and headcount models across enterprise, commercial, and self-service motions. Pressure-test cross-functional capacity plans across SE, CS, and PS to ensure full revenue factory alignment.
• Quota Deployment, Design & Territory Planning: Lead equitable quota setting and territory design across segments, including book-of-business cuts for expansion and customer teams to maximize revenue potential.
• Variable Compensation Ownership: Oversee variable comp planning and operations. Design incentive structures that drive target seller behaviors, model payout scenarios, and manage the operational payout and dispute cycle in partnership with Finance and HR.
• Cross-Functional & Strategic Advisory: Serve as the GTM Strategy representative on the Pricing Council to model revenue/attainment impacts. Partner with field ops on QBR/executive materials and apply practical AI use cases to elevate team productivity.

What you'll bring

Sprout Social is looking for an analytically rigorous, growth-minded planning leader who builds models that hold up under pressure-and can explain them clearly to senior stakeholders. You are a collaborative partner who excels at translating complex business strategy into actionable operational plans.

The minimum qualifications for this role include:

• 10-12+ years of experience in GTM strategy, revenue operations, or management consulting within B2B SaaS/enterprise tech, including 3+ years managing and developing teams.
• Proven track record leading end-to-end GTM planning, including quota design, territory allocation, TAM/SAM sizing, headcount capacity modeling, and sales segmentation at scale.
• Hands-on ownership of variable compensation strategy and operations, including plan design, cost-of-sales modeling, dispute resolution, and payout execution.

Preferred qualifications for this role include:

• Experience planning across complex, mixed motions (enterprise field, product-led, partner, and self-service) or navigating significant organizational reorganizations.
• Fluency with modern revenue tech stacks, including Salesforce, incentive compensation tools (Everstage, CaptivateIQ, Spiff, etc.), planning platforms (Anaplan, Fullcast), and BI environments.
• Track record of leveraging AI or automation workflows to streamline planning cycles and drive measurable field productivity gains.

How you'll grow

Within 1 month, you'll plant your roots, including:

• Complete Sprout Social's new hire training and onboarding program to build a broad understanding of our products and organization.
• Build deep relationships with your direct reports, your leader, and your Finance, GTM Analytics, and sales operations partners.
• Map the current state of segmentation, coverage, quota, and capacity models-and where the assumptions are weakest.
• Take ownership of in-flight planning deliverables.

Within 3 months, you'll start hitting your stride by:

• Publishing the planning calendar and operating cadence for the next cycle, with clear inputs, owners, and decision points.
• Delivering a defensible capacity and coverage analysis for the enterprise and lower-market motions.
• Inheriting the variable comp function cleanly-payout accuracy and timeliness uninterrupted-while forming a clear view of where plan mechanics and operational rigor should evolve for the next plan year.
• Taking ownership of the bottom-up pipeline model as the shared source of truth across Sales, Marketing, BD, and Partners.

Within 6 months, you'll be making a clear impact through:

• Running the annual planning cycle end to end-segmentation, headcount, quota, and territory-landed on time and with leadership aligned.
• Delivering an integrated bottom-up and top-down view of revenue growth potential alongside Finance.
• Becoming the person Sales and Finance bring their hardest planning questions to before decisions get made.

Within 12 months, you'll make this role your own by:

• Running a planning function leadership trusts by default, with models that hold up under executive scrutiny.
• Demonstrating measurable improvement in quota attainment distribution and capacity productivity.
• Reducing planning cycle time while raising the quality of the output, and growing your team's capability along the way.

Of course, what is outlined above is the ideal timeline, but things may shift based on business needs and other projects and tasks could be added at the discretion of your manager.

Our Benefits Program

We're proud to regularly be recognized for our team, product, and culture. We invest in our team with a comprehensive, competitive benefits program:

• Comprehensive Health & Wellness: Premium BCBSIL medical, dental (high/low plans), and vision (Eyemed) insurance for you and your eligible dependents.
• Premium Mental Health Support: Full, free access to Modern Health for you and your dependents, including coaching, therapy sessions, and digital wellness resources.
• Retirement Savings: 401(k) plan with a 50% company match on your first 6% of contributions (a 3% total match).
• Financial Security: 100% employer-paid Life and Disability insurance for your peace of mind.
• Flexible Paid Time Off: A flexible PTO policy, supplemented with additional company-wide Rest & Recharge days throughout the year.
• Paid Parental Leave: Up to 16 weeks of paid leave for new parents to support you in expanding your family.
• Annual Lifestyle Stipend: A $1,000 USD annual Lifestyle Spending Account to spend on your physical, mental, and financial well-being.
• Work From Home Support: A one-time $550 USD stipend to set up your home office, plus a monthly $50 USD stipend for internet.
• Giving Back: 16 hours of paid volunteer time annually, plus a $100 annual match for your charitable donations.
• Additional Financial Perks: Access to pre-tax commuter benefits, subsidized child/eldercare (Care.com), discounted pet insurance (Figo), and no-cost personalized financial wellness support through Your Money Line.

*This list is for informational purposes only. Benefit offerings are discretionary and subject to change and do not constitute a contract or guarantee of benefits.

Whenever possible, Sprout wants to provide our team with the flexibility to work in the location that makes the most sense for them. Sprout maintains a remote workforce in many places in the United States. However, we are not set up in all states, so please look at the drop-down box in our application to see whether your state is listed. Few roles require an office setting. If your position requires a physical presence in a Sprout office, it will be evident in the job listing and your offer letter.

Our salary ranges reflect the expected earning potential for this role. Individual pay is based on geographic zone, relevant experience, and skills.

Our current hiring range for this role: $200,000- $250,000 OTE annually. OTE is governed by an incentive plan. It is the sum of a fixed base salary plus incentives at target performance. Incentive compensation will vary based on performance. Offers are made within this range, with opportunities to grow within the broader band based on performance and impact.

We share both our current hiring range and our broader geographic salary bands to provide transparency into our compensation philosophy. This ensures you understand not only your starting potential but also the long-term growth potential available as you progress in your role.

We have two geographic pay zones in the United States:

Zone 1 (New York, California, Washington): $220,000- $330,000 OTE

Zone 2 (All other US states): $200,000 - $300,000 OTE

These ranges were determined by a market-based compensation approach; we used data from trusted third-party compensation sources to set equitable, consistent, and competitive ranges. We also evaluate compensation bi-annually, identify any changes in the market and make adjustments to our ranges and existing employee compensation as needed.

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