Senior Director of Sales Operations (Remote, US)

Sayari sells to Fortune 500 enterprises and government agencies across the Americas, EMEA, and APAC. With new pricing models, named-account coverage supported by embedded engineers, and two buying motions that buy differently, sales operations owns the planning and operating infrastructure underneath all of it.

You own territory and quota administration, the weekly forecast and pipeline cadence, compensation operations, and the performance reporting sales leaders manage from. It is a non-quota, internal-facing role working across Sales, Finance, Enablement, and People.

Much of that operating layer is being written for the first time. Territory, quota, forecast, and compensation practice all have to hold across a commercial motion and a government motion at once, against a product line and a price book that are still moving. Revenue Operations builds its own internal applications and runs AI against its own revenue data; this seat uses that stack and adds to it. The forecast this role produces is the one the executive team and the board see.

• →Run the weekly forecast and pipeline cadence: roll-up mechanics, submission discipline, variance against plan, and the record of what each leader committed.
• →Own territory and quota administration end to end: patch and account coverage, mid-year moves, annual resets, and the Salesforce records behind them.
• →Run sales compensation operations and lead the Manager, Sales Compensation Operations, a role being hired alongside this one: plan documents, quota letters, crediting, Everstage administration, dispute resolution, and monthly payout accuracy, with People, Legal, and Finance, and plan decisions through the Commissions Committee. Until that seat is filled, you run the monthly payout cycle hands-on.
• →Mature and operationalize the performance reporting managers coach from: attainment, productivity, activity and conversion, ramp, and coverage by patch, with one agreed definition for every measure.
• →Turn the coverage plan from GTM Strategy & Planning into territories and quotas: cut the lines between territories, balance them, handle exceptions and holdovers, work with managers on final quota adjustments and territory plans, and keep the Salesforce records current through mid-year moves and the annual reset.
• →Hold data discipline in the CRM: opportunity hygiene, stage and close-date accuracy, product and trial tracking, and the deal record. Escalate what reporting alone does not resolve.
• →Publish and hold the operating calendar: forecast, compensation, quota, territory, and business review dates, with owners against each.
• →Bring new products and pricing models into the operating layer as they ship: quota treatment, crediting, and reporting that reflect what is actually being sold.
• →Build and lead the Sales Operations team: hire the Manager, Sales Compensation Operations, set clear expectations and development plans, and add capacity as the operating layer grows.

• 10+ years in sales or revenue operations at an enterprise software or data company, including 3+ years owning territory, quota, or compensation administration for a multi-region field organization.
• Direct ownership of a weekly forecast cadence: roll-up mechanics, call discipline, variance analysis, and executive reporting.
• Compensation operations depth: plan administration, crediting rules, quota retirement, and comp systems (we run Everstage), with the ability to hold one consistent reading of plan rules across a field organization.
• Hands-on Everstage or comparable incentive-comp administration: you can run a payout cycle yourself.
• Territory and quota design through at least one full annual planning cycle, including mid-year change management.
• Salesforce fluency at an administrative and reporting level; working comfort with a BI layer (we run Omni) and CPQ (we run DealHub).
• Modeling ability: capacity, coverage, attainment, and quota allocation in a model you can defend line by line.
• Appetite for building process for the first time, in an environment where the products and the pricing are still changing.
• Strong written communication; the cadence, the plan documents, and the definitions are written deliverables.
• Comfort taking unwelcome findings to senior sellers and sales leaders, and the judgment to separate a process problem from a performance one.
• People management experience, with demonstrated success coaching and developing team members.
• Working comfort with AI tooling applied to revenue data, and an interest in operating a stack that is partly built in house.

• Experience administering a coverage or territory redesign, including mid-year changes.
• Mixed commercial and government motions, including the reporting differences between them.
• Experience supporting a named-account coverage model with embedded technical resources.
• Experience with usage-based or consumption pricing and the quota and crediting questions it raises.
• Multi-region administration across the Americas, EMEA, and APAC, including currency and local plan variation.

The target base salary for this position is $225,000 - $245,000 plus company bonus and equity. Final offer amounts are determined by multiple factors including location, local market variances, candidate experience and expertise, internal peer equity, and may vary from the amounts listed above.