This role is responsible for designing and running the enterprise GTM architecture across RevOps, sales performance, and cross-functional execution, ensuring Scale's largest and most strategic accounts are engaged with rigor, consistency, and impact.

The GTM Architect will bring a strong point of view on how Scale engages enterprise accounts, how performance is measured, and how teams operate day-to-day to drive predictable growth. Over time, this role will have the opportunity to build and lead a GTM / RevOps team.

Responsibilities:

• Own and evolve Scale's enterprise GTM operating model, including account engagement strategy, funnel design, and sales execution standards

• Design and manage the enterprise RevOps systems stack (e.g., CRM, forecasting, reporting, planning tools) to support scalable growth

• Define, track, and operationalize core enterprise GTM metrics across pipeline health, deal velocity, forecast accuracy, and rep productivity

• Establish and run sales operating cadences including pipeline reviews, forecast calls, QBRs, and performance reviews

• Partner with Sales Leadership and Finance to design, implement, and maintain enterprise sales compensation plans, including quota governance and attainment reporting

• Build executive-level dashboards and reporting to support GTM decision-making and leadership visibility

• Serve as a strategic thought partner to Enterprise Sales leaders, bringing a strong opinion on how accounts should be covered, prioritized, and engaged

• Act as the connective tissue across Sales, Marketing, Finance, Product, and Solutions Engineering for enterprise GTM planning and execution

• Support annual and quarterly planning efforts including territory design, capacity modeling, headcount planning, and quota setting

• Ensure data integrity, process clarity, and operational discipline across all enterprise GTM motions

Ideally, You Will Have:

• 8–12+ years of experience in RevOps, Sales Ops, or GTM Strategy roles, with deep exposure to enterprise sales environments

• Experience supporting complex, multi-stakeholder enterprise sales motions in high-growth B2B SaaS or platform companies

• Proven ownership of sales systems, forecasting, and performance measurement at scale

• Hands-on experience designing and managing enterprise sales compensation plans and reporting

• Strong understanding of enterprise GTM metrics, planning cycles, and operating cadences

• A clear point of view on how enterprise accounts should be engaged and how to operationalize that engagement at scale

• Comfort influencing senior sales leaders and executives without direct authority

• Excellent written and verbal communication skills, including experience building executive-level materials and dashboards

• Strong command of GTM systems and tools (e.g., Salesforce, Clari, planning and reporting tools)

• High attention to detail paired with the ability to operate at a strategic altitude

• Demonstrated ability to operate as a senior IC with the ambition and capability to build and lead a team over time

• Technical curiosity or experience working alongside technical products and teams; familiarity with AI, ML, or data platforms is a plus

Compensation packages at Scale for eligible roles include base salary, equity, and benefits. The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position, determined by work location and additional factors, including job-related skills, experience, interview performance, and relevant education or training. Scale employees in eligible roles are also granted equity based compensation, subject to Board of Director approval. Your recruiter can share more about the specific salary range for your preferred location during the hiring process, and confirm whether the hired role will be eligible for equity grant. You’ll also receive benefits including, but not limited to: Comprehensive health, dental and vision coverage, retirement benefits, a learning and development stipend, and generous PTO. Additionally, this role may be eligible for additional benefits such as a commuter stipend.

Please reference the job posting's subtitle for where this position will be located. For pay transparency purposes, the base salary range for this full-time position in the locations of San Francisco, New York, Seattle is: $176,000-$220,000 USD

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Key responsibilities include owning the end-to-end employee experience for sales compensation, leading the compensation enablement program, designing and managing sales compensation tools, driving AI strategy within the sales compensation function, and partnering cross-functionally with GTM Leadership, Finance, Product, and IT.

The ideal candidate will have 5+ years of experience in sales compensation, revenue operations, sales operations, or sales programs, expertise in designing, implementing, and administering variable sales compensation plans, and extensive experience in revenue operations, strategy, and planning at a high-growth, technology company.

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Anthropic is seeking a highly organised, analytically grounded Sales Strategy, Operational Excellence partner to help run the operating system of our go-to-market organisation.

As Anthropic's GTM motion scales rapidly, the difference between a sales org that grows and one that grows well comes down to operating discipline: a forecast call that runs the same way every week, a planning cycle where every team knows the timeline before it starts, and a single set of standards that Sales and Strategy both recognise as their own.

You will sit at the centre of the CCO's operating rhythm and act as the connective tissue between Sales leadership, Revenue Operations, Finance, and Systems.

Week to week, that means making sure the forecast and pipeline cadences run cleanly and that the inputs leaders are looking at are consistent and trusted.

Quarter to quarter, it means driving the mechanics of target setting and quota deployment.

Annually, it means program-managing the planning cycle so that territories, capacity, comp, and targets land on time and tie together.

Responsibilities:

Run the CCO operating rhythm - Support the weekly forecasting and pipeline review cadence for the CCO and Sales leadership: prepare the inputs, run the mechanics, capture actions, and make sure follow-ups close

Own the calendar, templates, and pre-read standards for recurring operating reviews (forecast, pipeline, QBRs) so leaders spend their time on decisions, not logistics

Track commitments and risks coming out of operating reviews and drive them to resolution between meetings

Unify operating standards across Sales and Strategy - Establish and maintain a single set of operating standards, definitions, tools, and best practices across the Sales and Strategy organisation so that teams are running the same plays the same way

Document core processes (forecasting methodology, pipeline hygiene, deal stage criteria, rules of engagement) and drive adoption through enablement and reinforcement, not just publication

Identify where teams have diverged in process or tooling, understand why, and bring them back to a common standard without breaking what's working locally

Drive planning, targets, and quota - Act as the program management backbone for annual and in-year planning: standardize timelines, templates, and tooling; serve as the central DRI for data aggregation; and be the primary point of contact for cross-functional partners like Systems, Finance, and HR

Support target setting across the broader GTM organisation, building the models and managing the process that translates the company plan into segment, region, and team-level numbers

Support comp plan design and quota setting: partner with Sales leadership, Finance, and Total Rewards on plan mechanics, manage the quota allocation and deployment process, and ensure quotas reconcile to plan

Support territory and capacity planning by maintaining the headcount-to-coverage view and flagging gaps before they become attainment problems

Build for scale - Design processes that hold up as the organisation triples; what works as a spreadsheet today should have a clear path to a system tomorrow

Build the templates, runbooks, and documentation so operating quality doesn't depend on any single person being in the loop

Partner with Systems and Analytics to move repeatable manual work into tooling, and use Claude to accelerate documentation, data aggregation, and process design

You may be a good fit if you:

Have 7+ years in sales operations, sales strategy, revenue operations, business operations, or a similar function, with direct experience supporting the operating cadence of a sales organisation

Have run or materially supported core GTM planning processes end to end: annual planning, target setting, quota allocation, territory design, or comp plan rollout

Are an exceptional program manager; you can take a loosely defined cross-functional effort, put a plan around it, and drive it to a deadline across teams you don't control

Understand the rhythm of a sales org from the inside: what a forecast call is for, what 'commit' means, why pipeline coverage matters, and what makes a quota feel fair or unfair to a rep

Are highly structured and detail-oriented without being rigid; you build the standard, but you know when the standard needs to bend

Communicate clearly and concisely up, down, and across; you can write the one-page pre-read that lets a leadership meeting start at the decision instead of the context

Are fluent in Excel/Sheets (modeling, lookups, structured data) and comfortable working in Salesforce; SQL or Looker experience is a plus but not required

Are energized by bringing order to ambiguity and have a low ego about doing the unglamorous work that makes an organisation run

Strong candidates may also have:

Experience with sales compensation design (SPIFs, accelerators, plan mechanics) and the downstream operational realities of administering them

Exposure to consumption-based or usage-based revenue models where forecasting and quota design don't follow the standard SaaS pattern

Familiarity with planning and territory tools (Anaplan, Pigment, Fullcast, or similar)

A track record of using AI tools to accelerate operational and program management work

Logistics

Minimum education: Bachelor's degree or an equivalent combination of education, training, and/or experience

Required field of study: A field relevant to the role as demonstrated through coursework, training, or professional experience

Minimum years of experience: Years of experience required will correlate with the internal job level requirements for the position

Location-based hybrid policy: Currently, we expect all staff to be in one of our offices at least 25% of the time

However, some roles may require more time in our offices

Visa sponsorship: We do sponsor visas! However, we aren't able to successfully sponsor visas for every role and every candidate

But if we make you an offer, we will make every reasonable effort to get you a visa, and we retain an immigration lawyer to help with this

We encourage you to apply even if you do not believe you meet every single qualification

Not all strong candidates will meet every single qualification as listed

Research shows that people who identify as being from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy, so we urge you not to exclude yourself prematurely and to submit an application if you're interested in this work

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The ideal candidate will possess a deep understanding of sales processes, compensation best practices, and strong leadership skills to manage the end-to-end compensation cycle, specifically within the high-tech industry.

Key responsibilities include:

• Leading the annual review and design process for all sales incentive compensation plans, ensuring alignment with corporate strategy, sales goals, competitive market data, and industry best practices.

• Modelling, analysing, and forecasting the financial impact of proposed compensation plan changes, presenting data-driven recommendations to executive leadership.

• Collaborating with Sales, Finance, HR, and Legal teams to ensure plan feasibility, compliance, and effective rollout.

• Overseeing the end-to-end administration of sales compensation, including territory and quota management, data integrity, calculation, and conflict resolution.

• Managing and optimising the sales compensation process to ensure accurate and efficient compensation calculations.

• Evaluating and leading implementation of a robust, scalable compensation system.

• Developing and maintaining documentation, policies, and procedures related to sales compensation plans and processes.

• Ensuring compliance with all internal policies and external regulations.

• Generating regular and ad-hoc compensation reports and dashboards to provide insights into plan performance, sales effectiveness, and cost of sales.

• Conducting quarterly and annual audits of compensation data and calculations to ensure accuracy and resolve discrepancies.

• Analysing sales attainment, plan effectiveness, and making data-driven recommendations for plan adjustments.

• Serving as the primary subject matter expert on all sales compensation matters, including industry standards and emerging trends.

• Developing and delivering training materials and presentations to educate the sales force and management on compensation plan details and changes.

• Mentoring and guiding junior team members, fostering a culture of accuracy, accountability, and continuous improvement.

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The ideal candidate will have 11+ years of sales, strategy and operations experience in a high-tech growth environment, or operational experience in investment banking or management consulting or private equity or venture capital, or business insights / analytics roles. They will have strong analytical skills and a structured approach to solving unique business problems, experience working with data and large data sets to identify trends and create insights to make recommendations to senior leaders, an enthusiastic 'roll up your sleeves' mentality, works well with a high degree of adaptability and flexibility in a fast paced, often ambiguous, and rapidly changing environment, strong proficiency in SQL and other advanced analytics tools, and 6+ years experience with Sales Policy development, Sales Governance, Sales Process compliance or Sales Compensation.

Prior experience at a growth stage Internet/software company, prior experience in the SaaS and/or payments industry, knowledge of Customer Relationship Manager (CRM) systems, knowledge of Planning Tools (Anaplan) and Methodologies are preferred.

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Location

San Francisco

Employment Type

Full time

Location Type

Hybrid

Department

People

Compensation

• San Francisco $234K – $260K • Offers Equity

The base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. If the role is non-exempt, overtime pay will be provided consistent with applicable laws. In addition to the salary range listed above, total compensation also includes generous equity, performance-related bonus(es) for eligible employees, and the following benefits.

• Medical, dental, and vision insurance for you and your family, with employer contributions to Health Savings Accounts

• Pre-tax accounts for Health FSA, Dependent Care FSA, and commuter expenses (parking and transit)

• 401(k) retirement plan with employer match

• Paid parental leave (up to 24 weeks for birth parents and 20 weeks for non-birthing parents), plus paid medical and caregiver leave (up to 8 weeks)

• Paid time off: flexible PTO for exempt employees and up to 15 days annually for non-exempt employees

• 13+ paid company holidays, and multiple paid coordinated company office closures throughout the year for focus and recharge, plus paid sick or safe time (1 hour per 30 hours worked, or more, as required by applicable state or local law)

• Mental health and wellness support

• Employer-paid basic life and disability coverage

• Annual learning and development stipend to fuel your professional growth

• Daily meals in our offices, and meal delivery credits as eligible

• Relocation support for eligible employees

• Additional taxable fringe benefits, such as charitable donation matching and wellness stipends, may also be provided.

More details about our benefits are available to candidates during the hiring process.

This role is at-will and OpenAI reserves the right to modify base pay and other compensation components at any time based on individual performance, team or company results, or market conditions.

About the Team

OpenAI's Compensation team plays a crucial role in rewarding and retaining world-class talent who will ensure that artificial general intelligence benefits all of humanity. By crafting and implementing innovative compensation strategies, we ensure our compensation offerings are competitive, equitable, and aligned with OpenAI's mission to scale intelligently and ethically.

About the Role

We are expanding our Compensation team and seeking a Compensation Partner to support our global growth. This strategic position will partner with business leaders, HR Partners, and recruiters to ensure our compensation strategies align with business objectives and talent needs. This role manages global benchmarking, owns offer approvals, and fosters strong relationships with cross-functional partners to gain a deep understanding of our talent across various departments.

We may have multiple Compensation Business Partner openings under this role, supporting OpenAI’s Technical and G&A orgs. As such, you’ll report to one of two Compensation Partner Leads (technical or G&A), and we’ll determine the best initial team match during the interview process based on your experience, strengths, and interests, aligned to the highest-impact business need.

Your Responsibilities:

• Collaborate with HR Business Partners, Business Leaders, and Recruiting to address compensation-related issues and provide solutions that support business goals.

• Own offer approvals and offer analysis, capturing emerging market trends and ensuring offers are consistent with our compensation philosophy.

• Manage the benchmarking process to ensure our compensation strategies are competitive and aligned with market standards.

• Foster strong relationships with cross-functional partners and gain a deep understanding of the talent within each organizational unit.

• Support compensation design and optimization, including job architecture and sales compensation.

We’re Seeking:

• 6-10+ years of experience in compensation or related roles.

• Strong communication skills with the ability to effectively partner with various stakeholders.

• Strong analytical skills with the ability to interpret data and make informed decisions.

• Ability to work independently and as part of a team in a fast-paced environment.

• Experience in job architecture or sales compensation is strongly preferred.

Location and Workplace

This role is based in our San Francisco office and we aren’t considering remote applications at this time. We use a hybrid work model of 3 days in the office with optional work from home on Thursdays and Fridays. We also offer relocation assistance to new employees.

Our open-plan offices have height-adjustable desks, conference rooms, phone booths, well-stocked kitchens full of snacks and drinks, three in-house prepared meals daily, outdoor space for working and socializing, wellness rooms, private bike storage, and more.

About OpenAI

OpenAI is an AI research and deployment company dedicated to ensuring that general-purpose artificial intelligence benefits all of humanity. We push the boundaries of the capabilities of AI systems and seek to safely deploy them to the world through our products. AI is an extremely powerful tool that must be created with safety and human needs at its core, and to achieve our mission, we must encompass and value the many different perspectives, voices, and experiences that form the full spectrum of humanity.

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