PagerDuty
Director, Sales Planning
San Francisco · Director
Stay score
odds of building a lasting career here
Sponsors, but it's cap-subject — you still face the weighted lottery (~61% per draw at Level IV). Good if you win; have a cap-exempt backup on your list.
Lottery odds assume a STEM candidate.
Personalize to your clock →H-1B wage level
the lottery is wage-weighted — each level is one more entry
The bottom of this range ($40,000) is below the Level I prevailing wage of $94,078. An H-1B cannot be filed below the prevailing wage, so an offer at the floor of this band could not be sponsored as posted.
Based on the DOL prevailing wage for this occupation and worksite, a base salary of $144,123 would place this position at wage Level II. That figure is within the posted range, and I'd like to target it. This role classifies under "Sales Managers" for prevailing-wage purposes.
DOL prevailing wage, 2026-27 wage year · Sales Managers (11-2022) · San Francisco-Oakland-Fremont, CA. Wage level is derived by USCIS from the offered wage, occupation and worksite; the occupation shown is inferred from the job title.
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About the role
- PagerDuty, Inc. (NYSE: PD) is the global leader in AI-first digital operations.
- The perfect candidate has experience working in fast-paced, high-growth environments and possesses a comprehensive understanding of diverse sales metrics, processes, and tools.
- Your focus will be managing functions crucial to our go-to-market strategy and sales-related initiatives aimed at driving enablement and productivity.
Responsibilities
- Lead account segmentation, territory design, and account assignment rules. Find where we're over- or under-covered and recommend fixes.
- Set and allocate quotas across segments, geographies, and roles, balancing top-down targets against bottom-up opportunity. Own quota-relief and adjustment governance.
- Sales Compensation Design & Governance
- Design role-based incentive plans (pay mix, measures and weights, thresholds, accelerators, caps, SPIFs) that reward the behaviors our strategy depends on, such as new logo, expansion, multi-product, and retention.
- Maintain clear, consistent policies for crediting, splits, territory transfers, windfalls, clawbacks, and exceptions. Resolve disputes fairly and quickly.
- Own plan documents, rollout, and field enablement so every seller understands how they're measured and paid.
- Own the incentive compensation management (ICM) platform and the data flows among Salesforce, billing, HRIS, and payroll.
- Design and maintain controls, documentation, and audit readiness, including SOX compliance and support to Accounting on ASC 340-40 commission capitalization.
- Define and govern core GTM metrics as a single source of truth, and deliver executive reporting for QBRs, board materials, and operating reviews.
- Build, lead, and develop a high-performing team of managers and analysts. Set clear goals, operating rhythms, and career paths.
Requirements
- 10+ years of progressive experience in Sales/Revenue Operations, GTM planning, sales compensation, or business strategy and analytics.
- experience running or overseeing commission operations.
- Track record of presenting recommendations and modeling tradeoffs to executive leadership and earning their trust.
Nice to have
- Salesforce power user
- experience with Anaplan (or similar planning platform), Clari, and Tableau.
- Experience administering or implementing an ICM platform (e.g., Xactly, CaptivateIQ, Varicent, Spiff, Anaplan ICM, Pigment).
- Working knowledge of SOX controls and ASC 606 / ASC 340-40 as they relate to commissions.
- Practical experience applying AI and automation to planning, analytics, or compensation workflows.
- WorldatWork Certified Sales Compensation Professional (CSCP) or similar credential.
- Skills & Attributes
- Strategic thinker who is still willing to dig into the details.
Compensation
- Own the incentive compensation management (ICM) platform and the data flows among Salesforce, billing, HRIS, and payroll.
- Own the annual and in-year planning calendar with Sales, Finance, and People. Deliver territories, quotas, and comp plans that are ready on day one of the fiscal year.
Benefits
- As a global organization, our total rewards approach is competitive with industry standards and aligned with local laws and
- Build capacity and coverage models that turn bookings/ARR targets into headcount, ramp, and productivity assumptions across field, inside/digital, product-led, and partner motions.
- Build scenario models that show leaders the tradeoffs among headcount, coverage, quota, productivity, cost of sales, and revenue before they decide.
- Partner with Finance, Total Rewards, and Legal on plan cost modeling, market benchmarking, and approvals.
- Partner with Sales Operations and Finance on forecasting methodology, pipeline coverage, and bookings and capacity inputs to the forecast.
Company info
- Notable customers include Chipotle, Cloudflare, Docusign, Fox, Nvidia, Salesforce, Spotify, Zoom and more.
- What we offer As a global organization, our total rewards approach is competitive with industry standards and aligned with local laws and
This listing is sourced directly from PagerDuty's careers page and normalized into a canonical job model.