$105K – $155KSeniorFull Time
Who we are
We're Redis. We built the product that runs the fast apps our world runs on. (If you checked the weather, used your credit card, or looked at your flight status online today, you’re welcome.) At Redis, you’ll work with the fastest, simplest technology in the business—whether you’re building it, telling its story, or selling it to our 10,000+ worldwide customers. We’re creating a faster world with simpler experiences. You in?
Why would you love this job?
This role owns the integrity, scalability, and execution of our global sales compensation engine. You’ll operate in a fast-moving, high-impact environment where your work directly influences how we drive performance across the business.
You’ll have the opportunity to identify gaps, challenge assumptions, and continuously improve how we design and operate compensation. We’re looking for someone who takes pride in getting the details right, thinks critically about how things can be better, and wants to have a meaningful impact on a growing organization.
What you’ll do
Serve as the subject matter expert when questions arise from sales participants and cross-functional partners about compensation plans and policies.
Own and continuously improve sales crediting logic end-to-end across a diverse set of GTM roles, ensuring accuracy across plan mechanics including accelerator tiers, split credits, overlay roles, draws, SPIFs, and incentive adjustments.
Build and maintain commission models in Google Sheets and Excel to support plan administration, scenario modeling, and pay-period estimates.
Drive quota modeling and capacity planning, including seasonality-based quarterly breakouts, new hire ramp schedules, and proration logic across roles and territories.
Lead the exception and dispute resolution process, evaluating requests with sound comp judgment, documenting decisions, and communicating outcomes clearly to payroll and stakeholders.
Project manage the year-over-year compensation change process, driving workflows across multiple stakeholders to successful completion.
Analyze sales performance data to provide insights and recommendations for optimizing compensation plans and improving sales effectiveness.
Surface and solve incentive design and policy challenges by conducting research, analyzing data, developing hypotheses, and synthesizing options, tradeoffs, and recommendations.
Collaborate with cross-functional teams including sales, finance, and HR to ensure accurate and timely crediting of sales transactions.
Build reporting and dashboards for leadership, and serve as a credible explainer of comp calculation methodology to reps, managers, and cross-functional partners.
What You’ll Need
3+ years of experience in sales compensation, GTM operations, or a closely related analytical role.
Strong working knowledge of commission plan mechanics, including crediting rules, accelerator logic, and attainment tracking.
Advanced proficiency in Google Sheets and Excel; experience with Salesforce and Xactly (or equivalent ICM platform) required.
High attention to detail with a strong sense of ownership over accuracy and data integrity.
Clear and confident communicator, able to explain compensation outcomes to sales participants, their leaders, and cross-functional partners in finance and HR.
Self-directed and highly organized, with a track record of managing multiple priorities and driving projects to completion independently.
We Give Back To Our Employees
Our culture is what makes Redis a fun and rewarding place to work. To support you at work and beyond, we offer all our US team members fantastic benefits and perks:
Competitive salaries and equity grants
Unlimited time off to promote a healthy work-life balance
H/D/V coverage along with 401K, FSA, and commuter benefits
Frequent team celebrations and recreation events
Home internet & phone stipend
Learning and development opportunities
Ability to influence a high-performance company on its way to IPO
The estimated gross base annual salary range for this role is $122,000 – $152,000 per year in New York, California, Washington, Colorado, and Rhode Island. Actual compensation may vary and is dependent on various factors, including a candidate’s work location, qualifications, experience, and competencies. Base annual salary is one component of Redis’ total compensation and competitive benefits package, which may include 401(k), unlimited time off, learning and development opportunities, and comprehensive health and wellness benefits. This role may include discretionary bonuses, stock options, commuter benefits based on location, or a commission plan. Salary history is not used in compensation package decisions. Redis utilizes market pay data to determine compensation, so posted compensation ranges are subject to change as new market data becomes available.
As a global company, we value a culture of curiosity, diversity of thought, and innovation from our employees, customers, and partners. Redis is committed to a diverse and inclusive work environment where all employees’ differences are celebrated and supported, and everyone feels safe to bring their authentic selves to work. Redis is dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national orientation, sexual orientation, age, marital status, disability, gender identity, gender expression, Veteran status, or any other classification protected by federal, state, or local law. We strive to create a workplace where every voice is heard, and every idea is respected.
Redis is committed to working with and providing access and reasonable accommodation to applicants with mental and/or physical disabilities. If you think you may require accommodations for any part of the recruitment process, please send a request to recruiting@redis.com. All requests for accommodations are treated discreetly and confidentially, as practical and permitted by law.
Any offer of employment at Redis is contingent upon the successful completion of a background check, consistent with applicable laws.
Redis reserves the right to retain data longer than stated in the privacy policy in order to evaluate candidates.
