Sales-Incentive Control Recovery Leader

The mandate

The company’s year-end commission run is six weeks late after overlay sellers, channel teams and account executives claimed the same transactions. Quotas changed through spreadsheets, new-hire guarantees lack approvals, and several plan letters conflict with system logic. The global sales-compensation leader resigned during an executive appeal, leaving payroll unable to distinguish valid earnings from discretionary settlement demands.

The interim must take onsite New York control within seven days and lead for ten months through backlog clearance, two quarterly payment cycles and next-year plan launch. Search for a permanent sales reward director begins after disputed credits fall below agreed tolerance and one quarter closes on schedule, expected in month five. The successor will chair an appeal panel and the second clean cycle during five weeks of overlap.

Handover requires a signed participant population, controlled plan and quota library, territory and credit rules, guarantee register, calculation lineage, exception authority, appeal record, payroll interface and payment reconciliation. Two quarter cycles and one acquisition scenario must operate without uncontrolled spreadsheets. The successor inherits open disputes, plan debts, clawbacks, system limitations, manager training gaps and the following launch calendar.

The interim may freeze unsupported adjustments, convene binding internal credit decisions within delegated policy, require quota reapproval, redirect incentive analysts and authorise up to USD 8 million in validated corrective payments. Plan redesign, seller termination, litigation settlement, changes to booked revenue and exceptions above the threshold require existing executives or committees. Payroll releases only committee-approved files.

Sales strategy, pricing, territory capacity, CRM replacement, enterprise payroll transformation and incentive plans outside the named commercial populations remain outside scope. The seat owns incentive evidence, calculation and exception governance, timely payment, appeal operation, team recovery and succession. It cannot resolve retention pressure by inventing earnings unsupported by plan language and authorised performance data.

Why this seat is open

Late payment and conflicting plan evidence turned an operational backlog into a trust and retention crisis, followed by the leader’s resignation. Commercial executives want speed while payroll requires control and sellers expect consistent treatment. Temporary executive authority can clear contested cases, observe live cycles and leave permanent ownership with a tested rule set.

What you will own

• Reconcile participant, role, territory, quota, plan, guarantee, draw and eligibility populations across source systems.
• Reconstruct disputed transaction credits through account ownership, overlay rules, channel evidence, timing and approval history.
• Establish exception, quota-change, guarantee, split-credit, appeal and correction authorities with immutable decision records.
• Direct accurate calculation, statement, payroll, accrual and payment reconciliation for two quarterly incentive cycles.
• Resolve historical cases by evidence tier and communicate outcomes without converting pressure into undocumented precedent.
• Govern next-year plan configuration, participant testing, manager certification and launch readiness within approved design.
• Transfer rule books, case files, system controls, unresolved liabilities and trained analysts through successor-led payment reviews.

Candidate qualifications

• Held executive sales-compensation authority for a global subscription or enterprise-software commercial organisation.
• Recovered delayed commission cycles involving overlays, channels, split credits, guarantees, draws and frequent quota changes.
• Converted complex plan documents into controlled system logic, exception routes and payroll-ready evidence.
• Adjudicated high-value seller appeals consistently while managing retention pressure and employment-law boundaries.
• Led reward, revenue operations, payroll, finance and systems teams through live calculation and payment cycles.
• Handed stable incentive operations to permanent leadership after backlog, launch and observed quarter completion.

Non-negotiables

• Can assume onsite New York authority within seven days and travel monthly across major sales hubs.
• Will accept exclusive executive accountability for incentive calculation, appeal governance and timely validated payment.
• Brings global enterprise-software sales compensation recovery; ordinary annual bonus administration is insufficient.
• Must disclose relationships with sales leaders, participants, plan vendors, payroll providers, advisers and claimant counsel.

1. 49 words maximum. Describe a commission dispute where system output conflicted with signed plan or credit evidence.
2. 49 words maximum. Which control prevents an urgent seller-retention payment from becoming an unauthorised plan precedent?
3. 49 words maximum. State your New York availability and the largest incentive population you directly recovered.