Jobs / United States / Sigma Computing INC
Sales Compensation Manager
Sigma Computing INC · 🇺🇸 San Francisco, CA
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 30 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 12 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Sigma Computing INC paid sponsored hires in similar roles1 certified filing for “Customer Success Manager” (Sales Engineers) in NY: $128k–$128k, median $128k. Most were filed at wage level II (100%) — 2 lottery entries, ≈31% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
Or apply yourself on the official page →
Sponsor Radar — Sigma Computing INC
The US Department of Labor certified 30 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 12 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Sigma Computing INC →
About the role
The Sales Compensation Manager owns the scaling and operation of Sigma’s sales compensation process from start to finish. You’ll make sure every payout is accurate, on time and audit-ready. You’ll also build the automation, controls and reporting that keep compensation in line with business results as Sigma grows. The role suits a self-starter who wants full ownership, can bring structure to ambiguous problems, and works well across Finance, Revenue Operations, People and GTM leadership. Key Responsibilities Commission & Incentive Administration • Own sales compensation administration end to end: setting up plan participants, distributing plans, calculating and validating commissions, confirming payments are ready, and submitting to payroll. You’re accountable for accuracy and timeliness. • Spot anomalies before payroll and hold payments when a payout looks wrong, so we don’t overpay. Track and carry out decisions on exceptions so every change is documented and can be traced. • Investigate and resolve crediting errors, quota misalignments, payout disputes and escalations. Explain the root cause and recommend fixes to leadership. • Support commission accruals, expense reporting under ASC 340-40 (the accounting rule for capitalizing commissions), and roll-up reporting during Finance’s month-end close. Consumption & Plan Mechanics • Administer and validate compensation tied to both committed bookings and consumption, including commit, ramp and true-up logic. • Help put quota rules, crediting structures, accelerators, SPIFs and payout policies into practice as plans change. • Write clear plan documents, policies and FAQs that turn complex compensation logic into language sellers and managers can follow. Systems, Data & Automation • Manage Sigma’s compensation platform with the broader team, and keep data flowing cleanly between Salesforce, the HRIS, the comp system. • Check data against the systems of record before every payout cycle. • Build reporting and dashboards in Sigma that give sellers, managers and Finance visibility into attainment and payouts. • Find where AI and automation can do real work, such as catching anomalies, sorting exceptions and reconciling data, and roll it out to reduce manual effort. Controls & Cross-Functional Partnership • Build controls, repeatable workflows and documentation that keep the function audit-ready as Sigma scales. • Partner with Finance, Revenue Operations, People, Payroll, Legal and Data. Frame each decision around the seller’s experience, risk and compliance, and act as the first point of contact for compensation escalations. Qualifications • 5+ years of hands-on sales compensation administration, ideally at fast-scaling SaaS companies. • Experience with consumption-based or hybrid (commit + usage) compensation models, and an understanding of how plan mechanics influence seller behavior. • Working knowledge of quotas, target incentive (OTI), accelerators, overlays, SPIFs and crediting rules. • Advanced proficiency with Salesforce, Sigma and spreadsheet tools for modeling and analysis. • Strong data validation skills, with a track record of catching anomalies and turning findings into clear recommendations. • Ability to influence cross-functional partners without direct authority, and to explain complex logic to both technical and non-technical audiences. • Comfort using AI tools day to day, with a practical view of where automation helps and where human judgment is still needed. • Exceptional attention to detail, a strong systems mindset, and the ability to run reliable processes with minimal oversight. • Bonus: hands-on experience configuring a modern comp tool (CaptivateIQ, QuotaPath or similar), and exposure to ASC 340-40 or audit controls. Additional Job det