Director of Sales Incentives

nscaleoperationsukltd Open · verified Sep 12, 2026

Houston New YorkSan Francisco +1 Director Sales Leadership

Leadership Sales Leadership role at nscaleoperationsukltd. Houston · $170,000–$300,000 base.

SalaryStated by nscaleoperationsukltd

$170,000 – $300,000

Base salary for this role, in USD per year, as published in the posting.

Role brief

Growth Roles summary, based on the employer's posting.

What you'll do

Build incentive plans for AEs, Deal Strategists, and sales leaders that support long-term growth
Tie commission payouts to deployment timing, utilization, closed contracts, and realized margins
Balance sales acceleration requests with Finance and HR controls as an objective negotiator
Use data with RevOps to shape territories and set ambitious, achievable quotas
Administer plans, resolve exceptions, and keep them compliant across global jurisdictions

What you bring

At least eight years in compensation architecture, RevOps, or sales incentive design
Experience in hardware, cloud, or complex B2B enterprise settings is preferred
Advanced spreadsheet modeling skills for testing complex compensation scenarios
Strong EQ, resilience, and a player-coach approach from Board presentations to rep disputes
Knowledge of commission software and payroll integration

Who this fits

You’ll fit a role that combines strategic plan design with hands-on dispute work and requires steady negotiation between sales, Finance, and HR. The posting places the job in Houston, United States, and the work spans multiple global jurisdictions.

From the employer

About the role: You are Nscale’s Behavioral Architect. You will design incentive plans that motivate our sales reps to hit hyper-growth targets while keeping corporate margins safe and aligning perfectly with our hardware deployment realities. Selling physical infrastructure means we cannot compensate reps for selling compute that doesn't exist yet, but we must still incentivize aggressive pipeline generation. You will dive into this complex tension, build the foundational compensation models from a blank page, and act as the crucial, objective bridge between the high-energy sales floor and the strict governance of the Corporate Finance and HR teams.

Responsibilities:

Strategic Compensation Architecture: Own the complete blueprint for all GTM incentive plans (AEs, Deal Strategists, Leaders), ensuring they drive the right behavioral outcomes and align with Nscale's long-term business strategy.
Margin & Capacity Alignment: Design sophisticated payout structures that tie commissions not just to closed-won contracts, but to actual hardware deployment schedules, utilization rates, and realized margins.
Cross-Functional Bridge Building: Act as the objective translator and negotiator between Sales leadership (who want aggressive accelerators) and Finance/HR (who require predictability and cost control).
Quota & Territory Modeling: Partner with RevOps to meticulously model territories and set achievable, yet highly ambitious quotas based on rigorous data rather than gut feeling.
Dispute Resolution & Governance: Manage the ongoing administration of the plans, handle exception requests with high EQ, and ensure all plans remain legally compliant across multiple global jurisdictions.

You may be a good fit if you have:

8+ years of experience in compensation architecture, RevOps, or sales incentive design, preferably within a hardware, cloud, or complex B2B enterprise environment.
Extremely high EQ and a thick skin. You know how to manage the natural, intense tension between aggressive sales demands and corporate governance without bruising egos.
Advanced financial modeling skills. You can build highly complex, multi-variable spreadsheet models to pressure-test compensation scenarios before they are rolled out.
A player-coach mentality. You are comfortable presenting a high-level compensation philosophy to the Board, and equally comfortable manually calculating a complex commission dispute for a rep.
Deep understanding of commission software tools and the ability to integrate plan design into payroll mechanics seamlessly.

The range below reflects the base salary for the position. Actual compensation may vary based on job-related factors such as skill set, experience, education, and location. In addition to base salary, this role may be eligible for bonus, equity, and/or commission programs. Nscale may offer a competitive benefits package including medical, dental, vision, flexible paid time off, parental leave, and retirement plan participation.

Salary Range$170,000—$300,000 USD

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