Head of GTM Incentive Strategy

Why HarveyAt Harvey, we’re transforming how legal and professional services operate. By combining frontier agentic AI, an enterprise-grade platform, and deep domain expertise, we’re reshaping how critical knowledge work gets done for decades to come.This is a rare chance to help build a generational company at a true inflection point. We have strong product-market fit and world-class investor support. We’re scaling fast and defining a new category in real time. The work is ambitious, the bar is high, and the opportunity for growth — personal, professional, and financial — is unmatched.Our team moves fast, takes ownership, and is deeply committed to the mission — operating with intensity, staying close to our customers, and pushing each other for excellence. We live by three values: Decisiveness, Simplicity, and Job's Not Finished. We act quickly on clear judgment over perfect information, we believe simplicity is what scales, and we're never satisfied with where we are. If you want to do the best work of your career alongside people who share that drive, we'd love to build with <you.At> Harvey, the future of professional services is being written today — and we’re just getting started.Role OverviewWe are hiring a hands-on leader to own how Harvey designs its GTM incentive strategy for its go-to-market organization. As Head of GTM Incentive Strategy, you will design the incentive architecture that turns our revenue strategy into the plans, quotas, and payouts that motivate and reward our sellers. This is a design-first, high-ownership role: you will set the compensation philosophy, build the plans, and put the modeling and governance in place to keep them fair, motivating, and defensible as we scale.What You'll DoOwn the end to end design of GTM incentive compensation across both pre- and post-sales organizations, including quota carrying AEs, sales leadership, solutions and overlay teams, customer success, <etc.Build> the models that forecast plan cost, incentive ROI, and attainment distribution; run scenario analysis to stress-test designs before they ship and diagnose plans already in marketPartner with Compensation Business Partner to align OTE, pay mix, and leverage to market benchmarks and internal equity, and to keep plan spend inside budgetSet and communicate the compensation philosophy: produce executive-ready narratives on plan performance and risk, and educate GTM leaders and sellers so plans drive the behavior they are designed to rewardArchitect plan mechanics that scale with hypergrowth, including quota structures, accelerators, multipliers, and SPIFFsTranslate GTM strategy changes - new segments, product and pricing launches, territory and coverage-model shifts - into comp plan updates delivered with speed and accuracyPartner with compensation admin team on the ICM platform, quota-to-payout reconciliation, payout automation, and real-time earnings visibility for sellers and managersEstablish the governance layer - plan documentation, cross-functional approval workflows, version control, and audit-ready practices - and lead dispute resolution with clear SLAs and consistent outcomesPartner with Finance on how goals translate to outcomes and the subsequent incentive strategyWhat You Have10+ years in sales/incentive compensation design, revenue operations, or a closely related field, with demonstrated experience owning plan design at scale in a B2B SaaS environmentDeep, hands-on expertise designing incentive structures sales organizations - accelerators, SPIFFs, overlays, and co-sell frameworksStrong analytical and modeling skills, with the ability to structure ambiguous questions, work with incomplete data, and quantify the cost and ROI of design decisionsProven ability to influence senior stakeholders across Sales, Finance, People, and Legal through clear communication, strong judgment, and data-backed recommendationsComfort operating autonomously as a leader and function owner - setting direction and building the function directly, with or without a team beneath youBonus: experience in high-growth or hypergrowth organizations, with consumption- or usage-based pricing dynamics, or in AI / legal technologyCompensation$212,000 - $300,000 USDDepending on your location, an Applicant Privacy Notice may apply to you. You can find all of our Applicant Privacy Notices here.#LI-TM1Harvey is an equal opportunity employer and does not discriminate on the basis of race, gender, sexual orientation, gender identity/expression, national origin, disability, age, genetic information, veteran status, marital status, pregnancy or related condition, or any other basis protected by law.We are committed to providing reasonable accommodations to applicants with disabilities, and requests can be made by emailing <[email hidden]>