About the role

We're seeking a Sr Manager of GTM Compensation to own the strategy and design, development, and implementation of incentive compensation and quota across our Sales and Customer Success organizations. You will serve as Zillow's internal compensation and quota thought leader, architecting plans that are directly tethered to business performance, competitively structured, and built to scale across multiple products and lines of business.

This role spans meaningfully different go-to-market motions: hunter and farmer sales roles, product overlay, and adoption focused CSMs, each requiring distinct plan mechanics tied to the specific business outcomes they drive. You'll lead both the strategy and the end-to-end execution of comp programs, Quota, partnering with Sales leadership, Finance, People, and Legal to bring plans from design through field rollout.

The ideal candidate brings consulting-level rigor to incentive plan design, deep fluency in sales comp mechanics across varied role types, and the operational discipline to implement programs that hold up in the field.

WHAT YOU'LL DO

• Own end-to-end design and implementation of incentive comp plans across Sales, Growth Advisor, and CSM roles, including OTE structure recommendation, quota-to-pay mechanics, accelerators, SPIFs, and overlay arrangements
• Lead quota-setting processes across all covered roles, including monthly/quarterly quota allocation, adjustments, new hire ramp schedules, and territory-based quota modeling, ensuring quotas are grounded in market opportunity, historical performance, and business targets
• Anchor plan design to business performance, ensuring plans directly incentivize the revenue, retention, adoption, and growth outcomes that matter most across Zillow's portfolio
• Lead comp design cycles with GTM leadership, Finance, and People (HR) from strategy alignment and scenario modeling through documentation, approval, and field rollout
• Build financial modeling and scenario analysis capabilities to evaluate plan options, forecast comp costs, and quantify trade-offs for executive decision-making
• Partner with RevOps and BI to deliver ongoing visibility into plan effectiveness, payout distributions, and quota attainment across role types and products
• Advise GTM leadership on comp implications of role changes, territory shifts, and new product launches, ensuring incentive design is considered upstream
• Monitor market benchmarks to keep Zillow's comp programs competitive for top sales, advisory, and CS talent
• Build and develop a team of comp analysts and strategists with strong governance practices and analytical rigor

This role has been categorized as a Remote position. "Remote" employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions.

In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $144,800.00 - $231,200.00 annually. This base pay range is specific to these locations and may not be applicable to other locations.In Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia the standard base pay range for this role is $137,500.00 - $219,700.00 annually. The base pay range is specific to these locations and may not be applicable to other locations.

In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

Who you are

• A comp strategist with deep expertise across GTM role types, you understand how plan mechanics drive different behaviors for hunters, advisors, and farmers
• Business-performance oriented: you design comp as a strategic lever for revenue, adoption, and retention
• Analytically rigorous with strong modeling skills; able to stress-test designs, model costs across a multi-product portfolio, and present trade-offs clearly to executives
• An implementation leader, you take plans from design through field rollout with operational discipline and effective change management
• A trusted cross-functional partner across GTM, Finance, and People, with a clear point of view on comp philosophy and governance
• A people leader who develops talent and builds high-performing teams

REQUIRED QUALIFICATIONS

• Bachelor's degree in Business, Finance, Economics, or related field; MBA preferred
• 7+ years in Sales Compensation within Enterprise Software or Technology, with direct ownership of incentive plan design across multiple role types
• Demonstrated experience designing plans for diverse GTM motions, direct sales, advisory/consultative, and customer success, tied to business performance outcomes
• Management consulting background strongly preferred, particularly in comp strategy, sales effectiveness, or commercial model design
• Proven track record leading comp design cycles from strategy through implementation in complex, multi-product organizations
• 5+ years of people management experience
• Expert Excel modeling skills; experience with Salesforce, Tableau, Anaplan and comp analytics platforms
• Executive presence: able to translate complex comp mechanics into clear narratives for senior leadership