Director, Incentive Compensation

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About the role

Attentive® is the AI marketing platform for 1:1 personalization redefining the way brands and people connect. We’re the only marketing platform that combines powerful technology with human expertise to build authentic customer relationships. By unifying SMS, RCS, email, and push notifications, our AI-powered personalization engine delivers bespoke experiences that drive performance, revenue, and loyalty through real-time behavioral insights. Recognized as the #1 provider in SMS Marketing by G2, Attentive partners with more than 8,000 customers across 70+ industries. Leading global brands like Crate and Barrel, Urban Outfitters, and Carter’s work with us to enable billions of interactions that power tens of billions in revenue for our customers. With a distributed global workforce and employee hubs in New York City, San Francisco, London, and Sydney, Attentive’s team has been consistently recognized for its performance and culture. We’re proud to be included in Deloitte’s Fast 500 (four years running!), LinkedIn’s Top Startups , Forbes’ Cloud 100 (five years running!), Inc.’s Best Workplaces , and the Human Rights Campaign Foundation's Corporate Equality Index ! About the Role Attentive is building the future of marketing with AI. We believe AI will change how brands connect with people and open new possibilities for growth. Our ambition is to help define that future, building on the experience and trust we’ve earned with thousands of brands. We’re thinking big about what comes next, with the urgency of a startup and the foundation of a well-established business. Joining Attentive is an opportunity to help shape an industry primed for a massive change and have a meaningful role in the company we’re becoming. What You’ll Accomplish • Lead annual incentive planning across Sales, Account Management, Customer Success, and other eligible go-to-market roles. Work with leaders to define performance measures, pay mix, payout curves, accelerators, and plan rules. • Track, report, and work with Accounting to accrue non GTM bonus plans including executive bonuses. • Make sure incentives reward the right outcomes. Evaluate how pricing, contract terms, customer commitments, usage, and deal margin affect payouts. Recommend changes that support growth without encouraging poor deal economics. • Build and test compensation models. Show how different levels of attainment and plan structures affect employee earnings and company costs. Explain the tradeoffs and help leaders reach a decision. • Own commission operations, including calculation, validation, reconciliation, approvals, and delivery to Payroll. Keep payouts accurate and on time, statements clear, and questions resolved promptly. • Maintain plan documentation and consistent policies for crediting, ramp periods, guarantees, role changes, adjustments, and exceptions. Work with People, Legal, Accounting, and Payroll on controls and approvals. • Assess whether plans are working. Track attainment, payout distribution, commission costs, and the behavior each plan encourages. Separate actual results from forecast assumptions and turn findings into recommendations. • Improve compensation systems and data. Work with Revenue Operations and business systems partners on requirements, testing, and data quality. Use automation and AI where they reduce manual work, improve accuracy and enhance customer experience. • Lead and develop the compensation team. Set clear responsibilities, review work, and coach people through complex questions. Help managers and employees understand their plans through rollout materials and ongoing communication. • Partner with FP&A and Accounting on commission forecasts, accruals, reconciliations, and explanations of variance. Prepare clear analysis for senior l

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