Job Description

About the team

Zillow's Agent Sales organization empowers real estate professionals with the solutions and technology they need to succeed in today's dynamic market. Compensation strategy sits at the center of this work — shaping seller and advisor behavior, aligning incentives to business performance outcomes, and ensuring our go-to-market investments drive measurable revenue results across Zillow's full suite of products and solutions.

About the role

We're seeking a Senior Manager, GTM Compensation Strategy to own the strategy and design 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. The ideal candidate brings consulting-level rigor to incentive plan design, deep fluency in sales comp mechanics across varied role types, and a strategic mindset that shapes how Zillow goes to market.

What You'll Do

Compensation Strategy & Design

Own the end-to-end design of incentive comp plans across Sales, and CSM roles, including OTE structure, quota-to-pay mechanics, accelerators, SPIFs, and overlay arrangements

Anchor every plan to business performance outcomes, ensuring comp directly incentivizes revenue, retention, adoption, and growth across Zillow's portfolio

Lead comp design cycles with GTM leadership, Finance, and People from strategy alignment and scenario modeling through documentation and approval

Build financial modeling capabilities to evaluate plan options, forecast comp costs, and present trade-offs clearly to executive leadership

Monitor market benchmarks to keep Zillow's comp programs competitive for top sales, advisory, and CS talent

Quota Strategy & Design

Own quota strategy across all covered roles, establishing the philosophy, methodology, and governance that connects market opportunity, business targets, and individual accountability

Lead quota-setting processes including allocation, adjustments, new hire ramp schedules, and territory-based modeling grounded in performance data and business targets

Advise GTM leadership on comp and quota implications of role changes, territory shifts, and new product launches, ensuring incentive design is considered upstream, not retrofitted

Cross-Functional Partnership & Leadership

Partner with RevOps and BI to deliver ongoing visibility into plan effectiveness, payout distributions, and quota attainment across role types and products

Build and develop a team of comp analysts and strategists with strong governance practices and analytical rigor

Who you are

A comp strategist with deep expertise across GTM role types,  you understand how plan mechanics drive distinct behaviors for hunters, advisors, and farmers

Business-performance oriented: you design comp and quota as strategic levers for revenue, adoption, and retention, not just administrative outputs

Analytically rigorous with strong modeling skills; able to stress-test designs, model costs across a multi-product portfolio, and translate complexity into clear executive narratives

A trusted cross-functional partner across GTM, Finance, and People, with a clear and defensible 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 measurable business 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 field rollout 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