Director, GTM Strategy & Planning

Accountabilities

• Lead and develop a team spanning go-to-market strategy, planning, and variable compensation, setting clear objectives, managing performance, supporting hiring, and building team capability.

• Own the annual and in-year go-to-market planning cycles from end to end, establishing clear planning frameworks, timelines, inputs, ownership, and decision points.

• Develop and maintain an integrated bottom-up pipeline model, reconcile it with Finance's top-down revenue forecast, and establish a shared view of growth potential across Sales, Marketing, Business Development, and Partners.

• Design and optimize segmentation, territory coverage, headcount, and capacity models across enterprise, commercial, and self-service motions.

• Evaluate capacity requirements across Sales Engineering, Customer Success, and Professional Services to ensure alignment across the broader revenue organization.

• Lead quota-setting, quota deployment, territory design, and book-of-business allocation to support equitable distribution and maximize revenue potential.

• Own variable compensation strategy and operations, including incentive plan design, payout modeling, cost-of-sales analysis, dispute resolution, and payout execution in partnership with Finance and Human Resources.

• Develop repeatable frameworks to assess emerging routes to market, including product-led growth, partner, and self-service models, using Total Addressable Market (TAM) and Serviceable Addressable Market (SAM) analysis.

• Partner with pricing and executive stakeholders to model revenue and attainment impacts and support strategic commercial decisions.

• Provide leadership with clear planning analyses, business reviews, and executive materials that translate complex data into actionable recommendations.

• Use AI and automation to improve planning workflows, team productivity, analytical capabilities, and operational scalability.

• Establish rigorous operating cadences, identify weaknesses in planning assumptions, and continuously improve the quality, accuracy, and efficiency of planning processes.

Requirements

• 10-12+ years of experience in go-to-market strategy, revenue operations, or management consulting within B2B SaaS or enterprise technology environments.

• 3+ years of experience managing and developing teams, with a demonstrated ability to build high-performing organizations and develop talent.

• Proven experience leading end-to-end go-to-market planning, including quota design, territory allocation, segmentation, TAM/SAM sizing, headcount planning, and capacity modeling.

• Hands-on ownership of variable compensation strategy and operations, including incentive plan design, cost-of-sales modeling, payout execution, and dispute management.

• Strong analytical and financial modeling capabilities, with the ability to build robust models, test assumptions, and translate analysis into strategic recommendations.

• Demonstrated ability to explain complex business strategies and analytical findings clearly to senior executives and cross-functional stakeholders.

• Experience planning across complex go-to-market motions, such as enterprise field sales, product-led growth, partner, and self-service models, is preferred.

• Experience navigating organizational transformation or significant business reorganizations is advantageous.

• Fluency with modern revenue technology environments, including Salesforce, incentive compensation platforms such as Everstage, CaptivateIQ, or Spiff, planning platforms such as Anaplan or Fullcast, and business intelligence tools.

• Experience leveraging AI or automation workflows to streamline planning processes and generate measurable productivity improvements.

• Strong collaboration, communication, strategic thinking, problem-solving, and stakeholder-management skills.

• Ability to operate effectively in a fast-paced environment and manage multiple high-impact priorities.

Benefits

• Annual on-target earnings (OTE) of $200,000-$250,000 within the current hiring range.

• Broader U.S. geographic compensation bands of $220,000-$330,000 OTE for Zone 1 locations, including New York, California, and Washington, and $200,000-$300,000 OTE for Zone 2 locations.

• Compensation based on geographic location, relevant experience, skills, performance, and impact.

• Comprehensive medical, dental, and vision insurance for employees and eligible dependents.

• Free access to mental health and wellness support, including coaching, therapy, and digital resources.

• 401(k) retirement plan with a 50% employer match on the first 6% of employee contributions, equivalent to a 3% maximum employer match.

• 100% employer-paid life and disability insurance.

• Flexible paid time off and additional company-wide Rest & Recharge days.

• Up to 16 weeks of paid parental leave.

• $1,000 annual lifestyle spending allowance supporting physical, mental, and financial well-being.

• One-time $550 home office setup stipend and $50 monthly internet stipend.

• 16 hours of paid volunteer time annually and a $100 annual charitable donation match.

• Pre-tax commuter benefits and subsidized childcare and eldercare support.

• Discounted pet insurance and personalized financial wellness resources.

• Remote-work flexibility where supported by the organization's U.S. operating footprint.

• Access to learning and development resources, including LinkedIn Learning.

• Wellness education, employee resource group activities, and initiatives supporting professional and personal growth.

• Opportunities to lead strategic initiatives, develop high-performing teams, and influence the future of go-to-market operations.

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