About the role
Front is the customer operations platform built for B2B complexity, keeping every team, tool, and customer conversation in sync so companies can scale without losing connection. Others handle simple interactions. Front handles the coordination and context behind complex B2B customer relationships. Over 9,000 companies, including Uber Freight, Navan, and Stripe, rely on Front because it's the only one that can run the operational layer that makes customer-facing work actually succeed. Backed by Sequoia Capital and Salesforce Ventures, Front has raised $204M from leading venture capital firms and independent investors including top executives at Atlassian, Okta, Qualtrics, Zoom, and PagerDuty. Front has received numerous Great Place to Work accolades, including Built In's 100 Best Midsize Places to Work in SF 2025 , Top Places to Work by USA Today 2025 , Y Combinator's list of Top Companies in 2023 , #4 on Fortune’s Best Workplaces in the Bay Area™ , Inc. Magazine's 2022 Best Workplaces list , and Forbes Best Startup Employers 2022 List . We're looking for a strategic Sales Compensation Manager to own the design, implementation, and optimization of our global sales compensation programs. This role will be instrumental in driving sales performance, ensuring plan accuracy, and partnering cross-functionally to align compensation with business objectives. What will you be doing? Own end-to-end sales compensation: Lead the full lifecycle of sales compensation plans—from design and implementation to administration, calculation, and continuous optimization. Strategic business partner: Collaborate closely with Sales Leadership, Finance, Revenue Operations, HR, and Legal to ensure compensation programs align with company strategy and drive desired behaviors. System administration: Manage and optimize compensation platforms (CaptivateIQ preferred) to automate calculations, improve reporting, and enhance user experience. Monthly/quarterly processing: Ensure accurate and timely calculation and distribution of commissions, quota attainment, and incentive payouts. Plan design and governance: Design compensation structures that motivate the right behaviors, support go-to-market strategy, and scale with business growth. Analytics and insights: Build dashboards, reports, and analyses to provide visibility into compensation cost, plan effectiveness, and sales performance trends. Policy and compliance: Establish and maintain governance frameworks, documentation, and controls to ensure compliance with SOX and internal policies. Partner compensation: Design and administer partner/channel commission structures and payments. Stakeholder communication: Serve as the go-to resource for sales teams on all compensation-related questions; drive clear, proactive communication during plan rollouts and updates. What skills and experience do you need? 5+ years of experience in sales compensation, revenue operations, or finance, preferably in a B2B SaaS or high-growth tech environment. End-to-end ownership: Proven experience managing the full compensation lifecycle—plan design, execution, administration, payouts, and reporting. Strategic mindset: You've been a trusted advisor to sales and finance leadership, contributing to compensation strategy and go-to-market planning. Systems expertise: Experience with CaptivateIQ (highly preferred) or similar compensation tools (Xactly, Varicent, Spiff). Comfortable working with CRM (Salesforce), finance ERP systems (Pigment, Planful, Adaptive), and BI tools (Omni, Looker, Tableau). Analytical rigor: Advanced Excel/Google Sheets skills; able to model complex compensation scenarios, analyze data, and identify trends. Cross-functional collaboration: Demonstrated ability to work effectively with Sales, Finance, Accounting, Payroll, Legal, and HR teams. Detail-oriented and accountable: You own accuracy and results—the buck stops with you. You proactively identify and resolve discrepancies. Comfortable with ambiguity: Thrives in a fast-paced, evolving environment; able to build processes from scratch and work autonomously. Excellent communication skills: Able to explain complex compensation concepts clearly to diverse audiences, from individual contributors to executives. Front operates on a hybrid model — we come together in the office each Tuesday, Wednesday, and Thursday to collaborate and stay connected. What we offer Competitive salary Equity (we are post-series D & backed by some of the best VCs in the US) Private health insurance, including plan options at no cost to employees Paid parental leave Flexible time off policy Flexibility to work from home Monday and Friday, unless posted as a fully remote role Mental health support with Workplace Options Family planning support with Maven $100 per month Lifestyle Stipend to spend on fitness, health and wellness, and other activities Wellness Days - Fronteers get an additional day off on months with no holidays Winter Break - Our offices are closed from Christmas to New Year's Day! Front provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age or disability. By applying, you acknowledge and agree that you have read and understand the California Recruiting Privacy Notice & EU Privacy Notice