other
Posted Apr 29GTM Compensation & Planning Analyst, SalesOps
at brightwheel
United StatesRemote
Requirements
- Who You Are You're an analytical, strategic SalesOps partner who turns messy GTM questions into defensible models and clear recommendations.
- You approach your work with an AI-first mindset and are constantly using AI tools to improve efficiency, reduce manual work, and accelerate analysis.
- - Systems & automation — partner with Systems/IT to maintain Salesforce and comp tooling, automate repetitive tasks, and improve data flows.
- - AI-enabled productivity — build agentic workflows and automations that compress cycle times on modeling, reporting, and analysis; set the bar for what "AI-native" operating looks like on the team.
- experience in Sales Operations, Revenue Operations or GTM Finance in a SaaS or high-growth environment. - Hands-on
- experience building and maintaining forecast, quota and compensation models (commissions, accelerators, quota/OTE impacts). - Proven AI-native operator — you've rebuilt workflows around AI, not just used it to polish finished work.
- You can point to specific workflows you've automated, manual work you've eliminated, and evidence that outputs are faster, deeper, or more accurate as a result. - Advanced Google Sheets / Excel skills (scenario modeling, pivot tables, complex formulas). - SQL fluency and
- experience with Salesforce (opps, territories). - Strong written/verbal communication and
- Experience with compensation platforms (CaptivateIQ, Xactly, Anaplan, or similar). - Prior exposure to headcount modeling and workforce cost scenarios. - Familiarity with forecast accuracy metrics (MAPE, bias) or formal forecasting processes. -
- Experience integrating AI tools into analytics workflows or building automation pipelines.
Experience
- What You’ve Done - 3+ years
Benefits
- Our Mission and Opportunity Early education is one of the most important determinants of childhood outcomes, a critical support for working families, and a $175B market that remains underserved by modern technology.
- You build rigorous models, explain trade-offs to leaders, and execute operationally so compensation and growing headcount programs run smoothly.
- What You’ll Do - Compensation design & administration — build, test, and maintain compensation plan models (OTE, base/variable split, accelerators, SPIFs) that drive rep behavior and revenue growth - Quota & floor design — own quota-setting methodology and floor design across segments, roles, and geographies; run scenario modeling and sensitivity analysis; lead calibration exercises with Sales leadership.
Contact
- We are a three-time Cloud 100 company https://www.forbes.com/lists/cloud100/a, backed by top investors including Addition, Bessemer, Emerson Collective, Lowercase Capital, Notable Capital, and Mark Cuban.
- We embody our Leadership Principles https://mybrightwheel.com/about/ in our work and culture.
- All legitimate communications come from @mybrightwheel.com http://mybrightwheel.com addresses, and we never ask for payment or sensitive personal data as part of our hiring process.
- If you suspect fraudulent contact, reach out to security@mybrightwheel.com.
Additional details
- Brightwheel is the largest, fastest growing, and most loved platform in early ed, trusted by millions of educators and families every day.
- Our Team Our team is passionate, talented, and customer-focused.
- We are a distributed team with remote employees across every US time zone, as well as select offices in the US and internationally.
- You’re curious, organized, and comfortable working across People, Finance, Sales Leadership, and Analytics.
- - Headcount planning & forecasting — maintain rolling headcount models by role/team and produce hiring models tied to annual planning targets.
- - Annual Planning support — drive the people and comp assumptions for annual planning; translate targets into quota, ramp, and comp implications and produce what-if analyses.
- - Monthly performance & forecasting cadence (MPE) — own month-end reporting (attainment, forecast vs.
- - Promotions & special programs — assess promotion impacts on pay and quotas; design SPIFs/short-term incentives and measure program effectiveness.
- - Comp reporting & governance — own recurring comp reporting, ad-hoc analyses, and audit controls; document runbooks and change-management processes.
- - Cross-functional partnership — translate technical models into clear recommendations and build trusted relationships with Revenue leaders, Finance, People/HR, and Recruiting.