Sales Compensation Manager

• We lean in: ownership over titles, outcomes over intentions.

The Role

Legora is building the compensation infrastructure to support a fast-scaling, globally distributed company, including our fast-growing sales organization. We're looking for a Sales Compensation Manager to be the compensation partner to our Sales and Revenue teams: someone who understands how incentive plans work, translates them into clear guidance for pay decisions, and keeps sales compensation running smoothly day to day. This includes all variable-pay roles across our GTM organization, from BDRs and Account Executives to Customer Success and Partnerships. You'll report to the Director, Compensation.

This role sits within People Compensation and partners closely with RevOps and FP&A. RevOps owns plan mechanics, including quota setting, crediting, and the ICM platform. FP&A owns compensation budgets and commission expense forecasting. You’ll own the economics behind our sales compensation, including OTE, pay mix, and market competitiveness, partnering with FP&A to model the cost and financial impact of pay changes, and providing input as needed into plan design each cycle. You’ll also contribute to our external messaging strategy, partnering with Talent Acquisition on how we position sales compensation with candidates and the market.

You'll be joining at a stage where the foundations are still being built, with a variable-pay population that is growing quickly across the U.S., EMEA, and APAC.

• Serve as the dedicated compensation partner for Legora’s sales organization, supporting sales leaders and their People Business Partners on day-to-day comp questions

• Build a strong understanding of Legora’s sales incentive plans and partner with RevOps, who own plan mechanics and the ICM platform, so comp guidance reflects how the plans actually work

• Build the foundational infrastructure for sales compensation, including a single source of truth for OTE and pay mix across our compensation bands, HiBob, and commission policies, with documented exception handling

• Own OTE and pay mix guidelines by role, level, and region, ensuring consistency across markets and alignment with RevOps commission policies

• Lead market benchmarking and job matching for GTM roles, combining survey data with peer intelligence from enterprise SaaS and AI companies to reflect the markets we actually compete in

• Partner within the Total Rewards team to develop equity guidelines for GTM roles, bringing sales market insight to ensure total compensation, including equity, stays competitive for sales talent

• Partner with RevOps to provide input on plan design where needed, bringing market data, cost modeling, and pay equity insights into each annual plan cycle

• Partner with RevOps and sales leadership on sales manager compensation, including OTE differentiation from ICs and accelerator competitiveness, ahead of the 2027 plan cycle

• Partner with RevOps on how pay positioning should evolve as reps over- or underperform, including the interaction between base pay, quotas, and commission rates

• Provide data-informed guidance on new-hire offers, internal equity, leveling, promotions, and retention actions for sales roles

• Partner with Talent Acquisition on offer construction and leveling for sales hires

• Partner with Talent Acquisition on external messaging for sales compensation, helping candidates understand the value of our OTE, pay mix, and equity while protecting confidential plan details

• Own annual compensation review execution for GTM roles, including base, OTE, and pay mix adjustments, budget modeling, and manager enablement materials

• Partner with People Business Partners to build career pathing for the Sales organization, including progression from BDR through Strategic roles, clear distinctions between closing and non-closing roles, and sales-specific promotion criteria

• Ensure sales compensation practices meet requirements across our markets, including pay transparency in job postings, written commission plan acknowledgments, and local considerations for changes to variable pay structures

What You Bring

• 7+ years of compensation experience, including direct experience supporting a sales or revenue organization

• Strong understanding of sales incentive plan mechanics (quota, accelerators, SPIFFs), with experience partnering on or contributing to plan design

• Familiarity with compensation benchmarking platforms (Radford, Pave, Ravio, or similar) and market pricing methodology

• Strong analytical skills, with the ability to build models and translate data into clear guidance for sales leaders

• Clear communicator, able to explain compensation and incentive mechanics simply to sales leadership and the field

• Experience with sales compensation processes, data, and governance at a company scaling its GTM organization rapidly

• Comfort operating in a fast-paced, still-forming environment where the processes themselves are still being built

• Understanding of how equity fits into total compensation for GTM roles, ideally at a pre-IPO company

• Experience supporting a multi-country sales organization, including EMEA and APAC, strongly preferred

Reporting Line

This role reports directly to Legora's Director, Compensation, and partners closely with RevOps and FP&A to execute sales compensation.

What’s In It For You

• Global collaboration: Partner with teams and clients across Europe, APAC, and North America.

• In-person environment: Union Square office designed for ambitious builders and company provided lunch daily.

  • Multiple medical plan options through Aetna and Kaiser Permanente

  • Dental plans via MetLife

  • Vision plans via Vision Care

  Family Support

  • Generous parental leave

  • Free access to Maven Clinic

  • Dependent Care FSA

  Additional Perks

  • Pre-tax commuter benefits

  • Life Insurance + STD/LTD

  • 401(K) with generous company match

  • Unlimited PTO