Field Operations & Incentives Manager

ABOUT BASETEN

Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.

THE ROLE

We're looking for a Field Operations & Incentives Manager to own the field-facing layer of our Revenue Operations function. This high-impact, cross-functional role sits at the intersection of Sales, Finance, and GTM Strategy. You'll be the primary RevOps point of contact for the field — owning comp plan design and rollout, rules of engagement, territory and quota administration, process governance, and the operational rigor that keeps a high-performing sales org running cleanly.

RESPONSIBILITIES

1. Compensation Plan Design & Enablement

• Lead the design of sales compensation plans across all quota-carrying roles, ensuring alignment with GTM strategy, role definitions, and business objectives. Drive the process from first principles through to approved plan documents, calculators, and summary sheets.

• Benchmark plans against industry standards, with particular attention to consumption-based business models. Maintain a version-controlled library of plan documents, signed agreements, quota approvals, and exception records.

• Own plan rollout and field communication across enablement materials, plan walkthroughs, and real-world earning scenarios so every rep and manager understands how their plan works and how to maximize their earnings.

• Serve as the front-line resource for field comp questions, and own the comp-specific new hire onboarding workstream: issuing plans, tracking signatures, and confirming ramp quotas and territory assignments.

• Partner closely with Finance on compensation cost modeling by providing plan design inputs and scenario parameters so Finance can model the cost implications of plan changes ahead of leadership decisions.

2. Territory, Quota & Rules-of-Engagement Management

• Partner with Sales Leadership to design, implement, and enable territory structures that align coverage with market opportunity.

• Own the quota cascade from the financial plan through to individual rep-level distribution, ensuring targets are set accurately and on time.

• Design, publish, and maintain the ROE framework — governing how commissions are credited, accounts and territories are assigned, split credit is handled, and disputes are resolved.

• Define and maintain SOPs for field-facing processes adjacent to comp: deal crediting, account handoffs, rep transitions, and edge case escalation. Maintain a living library of playbooks to reduce reliance on tribal knowledge.

• Own the intake, triage, and resolution of field-facing changes — territory reassignments, account moves, quota adjustments, and mid-cycle corrections — assessing downstream comp implications and partnering with Finance to ensure accurate commission processing.

• Lead governance for ROE exceptions, applying policies consistently while exercising sound judgment. Proactively identify and close gaps before they surface as disputes.

• Maintain clear documentation and an audit trail of all adjustments, approvals, and rationale, ensuring audit readiness across all field-facing comp decisions.

• Define requirements for process, system, and tooling optimization and work with Central Operations to implement in order to drive ongoing efficiency.

3. Sales Productivity & Incentive Plan Effectiveness

• Own ongoing measurement of GTM health and incentive plan effectiveness — tracking attainment distribution, rep productiv