Director of Sales Compensation & Revenue Reporting

The Opportunity: Swoop is looking for a Director of Sales Compensation & Revenue Reporting to build and own our sales compensation function within Revenue Operations. Today, sales compensation sits within RevOps without a dedicated owner. This person will take ownership of the function end-to-end - including compensation plan design and administration, rate and quota modeling, CaptivateIQ, forecasting, reporting, governance, and commission issue resolution. This is not simply a plan administration role. Swoop has multiple compensation structures, revenue-based commission models, new products coming to market, and a growing sales organization. We need someone who can bring structure and consistency to the function while remaining hands-on in the details.

What You'll Do: Own compensation plan design and administration across multiple sales roles and product lines, including commission rates, quotas, accelerators, guarantees, ramp provisions, coverage bonuses, and new product incentives. Lead the annual compensation planning process from modeling and plan architecture through stakeholder review, Legal approval, and distribution. Own CaptivateIQ as Swoop's compensation platform, including plan configuration, automated commission calculations, data integrity, rep-level dashboards, attainment reporting, and ongoing platform optimization. Partner closely with Finance to transition manual commission and rate-modeling processes into CaptivateIQ and maintain accurate revenue and payout data across systems. Build financial models to evaluate compensation expense at varying levels of attainment and model the impact of rate changes, quota adjustments, accelerators, new product incentives, and senior-level compensation packages. Partner with Finance and Sales leadership on annual quota setting, territory-level revenue potential, attainment distribution, compensation forecasting, and comp-to-revenue analysis. Own commission issue resolution, including disputes, retroactive corrections, rate changes, and exceptions, while establishing a clear and consistent process for managing them. Manage compensation governance across Finance, Legal, HR, and Sales leadership, ensuring plans are reviewed, approved, documented, signed, and maintained with a complete audit trail. Standardize compensation plans and processes across the organization, including new-hire guarantees, ramp schedules, plan templates, offer-letter alignment, and compensation policies. Partner with Sales, Finance, and Partnerships to improve monthly revenue reporting and attribution across data partners, identifying and resolving missing, delayed, or inaccurate revenue that impacts commissions. Build reporting for Sales and Finance leadership around rep and team attainment, projected payouts, variable compensation accruals, plan performance, and areas of financial risk. Establish a more scalable compensation operating model, including regular cross-functional compensation reviews, greater rep-level transparency, and ongoing analysis of plan effectiveness and internal equity. Revenue Reporting (LiveRamp, Throtle): Standardize monthly data usage reports from various partners (LiveRamp, Throtle, iHeart, TransUnion, etc.) to support accurate revenue attribution across accounts and sales reps. What You'll Bring 5+ years of experience in sales compensation, Sales Operations, or Revenue Operations, with direct ownership of commission plan design and administration. Hands-on CaptivateIQ experience required - ideally including building or significantly configuring an instance, not simply using the platform as an end user. Strong financial modeling skills with the ability to build scenario models from scratch in Excel or Google Sheets and confidently present recommendations to senior leadership. Experience with revenue-based commission structures, including rates tied to recognized revenue and quota attainment. Experience designing and administering multiple compensation plans simultaneously across different roles, products, or sales motions. Experience writing and managing compensation plan documents through Legal review and approval. Strong cross-functional skills with the ability to work effectively across Finance, Legal, HR, Sales, and executive leadership. Experience building or improving compensation processes in a high-growth environment where not everything is already defined. Healthcare, pharmaceutical, or ad tech experience is a plus, as is experience designing compensation for new product launches. SQL proficiency or an interest in developing it is a plus. We're looking for someone who can move comfortably between strategy and execution - someone who can build the model, understand what the numbers mean for the business, and communicate the recommendation clearly to Sales and Finance leadership The pay range for this role is: 155,000 - 175,000 USD per year (Remote (United States))