Sales Compensation Manager

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.