销售薪酬经理
Sales Compensation Manager
你好。我们是Teya。
Teya基于一个简单的信念：本地企业值得更好的服务。
它们是咖啡馆、餐厅、美发店、商店和企业家，为我们的街道带来特色，创造就业机会，维持社区运转。然而，长期以来，金融服务让它们的生活变得更难——工具笨拙、支持差劲、复杂性阻碍了业务的运行。
Teya的存在就是为了改变这一现状。
我们正在为欧洲的本地企业打造一个金融平台——围绕简单工具、用心设计和真实的人性化支持构建。我们的会员依赖我们帮助他们自信地经营业务，而这种责任塑造了我们的工作方式。
我们行动迅速。我们重视质量。我们关注细节。我们认为卓越的业绩和真诚的服务应该相辅相成。
如果你希望打造有意义的产品，解决实际的问题，并为本地企业带来真正的改变，我们期待与你联系。
加入我们的故事。
Teya正在扩展其商业规划与绩效团队，这将是商业组织的分析核心。我们正在寻找一名销售薪酬经理，负责管理我们长期计划、年度预算和季度目标设定中的核心规划系统。
这是一个专业性的个人贡献者角色，要求能够建立稳定、可扩展的佣金框架，该框架能推动正确的商业行为，经济上可行，并且能在各国一致执行。优秀的激励设计需要分析、判断、沟通和纪律；你需要具备这四个方面。这个角色将对模型的设计、与经济性的测试、如何进行调整以及确保业务能够实际运行起到关键作用。你将与每个国家的本地收入运营团队、销售负责人和人力资源团队紧密合作，以推动执行。
你将负责的工作包括：
- 设计支持我们商业策略及想要奖励的行为的渠道佣金模型；模型要足够简单，让一线人员理解并信任，同时以单位经济学为基础，而非表面费率。
- 对计划进行回测，对比历史数据和当前定价，评估变更前对CAC、变现、回收期和留存的影响，并指出模型需要调整的地方。
- 负责治理层，包括佣金方案的审查和审批流程。
查看英文原文
Hello. We’re Teya.
Teya was founded on a simple belief: local businesses deserve better.
They are the cafés, restaurants, salons, shops and entrepreneurs that bring character to our high streets, create jobs and keep communities moving. Yet for too long, financial services has made life harder for them - with clunky tools, poor support and complexity that gets in the way of running a business.
Teya exists to change that.
We’re building a financial platform for local businesses across Europe - one built around simple tools, thoughtful design and real human support. Our Members rely on us to help them run their business with confidence, and that responsibility shapes the way we work.
We move fast. We care about quality. We stay close to the detail. And we believe great performance and genuine hospitality should go hand in hand.
If you want to build meaningful products, solve real problems and make a genuine difference for local businesses, we’d love to hear from you
Become a part of our story.
Teya is building out its Commercial Planning & Performance team, which will be the analytical backbone of our commercial organisation. We're looking for a Sales Compensation Manager to own the central planning machine across our long-range plan, annual budget, and quarterly target-setting.
This is a specialist, individual-contributor role for someone who can build a stable, scalable commission framework, one that drives the right commercial behaviour, holds up economically, and can be operated consistently across countries. Good incentive design is part analytics, part judgement, part communication, and part discipline; you'll need all four. The role will be instrumental to design the model, test it against the economics, govern how it changes, and make sure the business can actually run it. You’ll partner closely with the local revenue operations teams in each country, as well as the Sales Leaders and People team to drive execution.
What you'll do
- Design commission models across channels that support our commercial strategy and the behaviours we want to reward; simple enough for the field to understand and trust, and grounded in unit economics rather than headline rates.
- Backtest plans against historical cohorts and current pricing, assessing the impact on CAC, monetisation, payback and retention before changes go live, and surfacing where the model needs adjustment.
- Own the governance layer including the review and approval process for compensation changes, the policies and controls behind it, version control and clear communication. Hold the line against ad hoc tweaks that damage credibility with sales teams.
- Build the reporting that tracks compensation outcomes by channel, cohort and country, monitoring whether incentives are driving the intended performance, and flagging distortion or gaming risks early.
- Coordinate rollout and implementation with country teams, Finance, payroll and operations, translating plan design into practical rules, supporting field communication, and making sure the monthly commission cycle is reliable and auditable.
- Partner closely with Pricing and other relevant stakeholders.
What we're looking for
- Background in sales compensation, revenue operations, strategic finance, commercial operations, or consulting with exposure to pricing, incentives or GTM design.
- Strong analytical and modelling skills where you can build a scheme, backtest it against historical cohorts, and forecast its cost and behavioural impact from first principles.
- Commercial judgement, not just operational instinct. You understand what actually drives rep behaviour, and you design incentives that reward the right things without creating distortion.
- Structured, detail-oriented, disciplined about documentation, change control, and holding a stable framework rather than over-tuning it.
- Excellent communication; you can explain a comp plan to a sales rep and a CFO and have both trust it.
- High discretion handling sensitive compensation data.
A plus
- Experience in multi-country sales organisations.
- Exposure to field sales, partner sales or inside sales incentive models.
- Hands-on experience backtesting compensation against historical performance.
- Familiarity with pricing and unit economics in payments, fintech, SaaS or another transaction-led business.
THE PERKS
- Physical and mental health support through our partnership with GymPass giving free access to over 1,500 gyms in the UK, 1-1 therapy, meditation sessions, digital fitness and nutrition apps.
- Cycle-to-Work Scheme.
- Health and Life Insurance.
- Pension Scheme.
- 25 days of Annual Leave (+ Bank Holidays).
- Possibility to travel to different offices around Europe.
- Office snacks every day.
- Friendly, comfortable and informal office environment in Central London.
- Flexible working hours, as long it suits both you and your team.
Teya is proud to be an equal opportunity employer.
We are committed to creating an inclusive environment where everyone regardless of race, ethnicity, gender identity or expression, sexual orientation, age, disability, religion, or background can thrive and do their best work. We believe that a diverse team leads to better ideas, stronger outcomes, and a more supportive workplace for all.
If you require any reasonable adjustments at any stage of the recruitment process whether for interviews, assessments, or other parts of the application—we encourage you to let us know. We are committed to ensuring that every candidate has a fair and accessible experience with us.