IncentiveOps helps companies design, operate, and scale sales compensation programs. That includes day-to-day commission operations, incentive systems management, onboarding and buildout of sales comp tools, statement creation, dispute resolution, and strategic plan design. In short: if it touches sales compensation, I own it.

I work with B2B and SaaS companies that have outgrown “spreadsheet-and-hope” sales compensation primarily, but the core principals of sales compensation remain the same regardless of what company sells or how they operate. Most clients have 50–300 sellers, multiple plans, and a real need for accuracy, governance, and trust between Sales, Legal, HR, Ops, and Finance.

Both — and that’s intentional.

Depending on your needs, I don’t just advise and walk away. I can own execution while also providing senior-level strategic guidance. Clients get the benefit of an experienced in-house leader, without the overhead or long-term commitment of a full-time hire.

Yes — by design.

Sales compensation works best when there’s clear ownership and accountability. Clients work directly with me, not a rotating team or junior analysts. When scale requires it, I bring in additional support—but responsibility and decision-making stay with me.

I have hands-on experience building and running incentive programs in tools like SPIFF, CaptivateIQ, QuotaPath, and a few older programs. Tool selection, configuration, and long-term maintainability are always part of the conversation, but to be completely honest, there are many instances where a tool just isn’t necessary for a smaller organization.

I prefer to approach things from a cost conscious perspective the same way I would with my own personal finances. If there is a way to create a sustainable and transparent approach using tools already in the org, namely Excel, that is what I will highlight. There’s no need to take on additional overhead cost of subscriptions if it isn’t desired and not needed.

Incentive Compensation Management (ICM) tools are incredible opportunities to create transparency for your sales staff where it may have lacked in Excel. It comes built into the system already. But there are very sustainable ways to create more transparency for the team using Excel or Sheets as well. It just take a little bit of legwork upfront.

Absolutely.

Many clients bring me in to stabilize or clean up an existing program—whether that’s correcting calculation issues, clarifying plan language, rebuilding statements, or resetting governance. I meet companies where they are and improve from there.

Yes. I often serve as the first point of contact for commission questions and disputes.

That means investigating issues, explaining outcomes clearly to sellers and managers, and partnering with Legal and HR when needed. My goal is always to resolve issues fairly, consistently, and without unnecessary friction.

Sales compensation lives across functions, so I work directly with all of them.

I translate between teams—ensuring Sales understands how they’re paid, Finance trusts the numbers, HR supports job leveling and pay mix, and Legal has clear, defensible plan language.

Engagements are typically hourly or retainer-based, depending on scope and workload. I work with clients to define expected capacity and revisit it as needs change.

No long-term lock-ins. No surprise billing. My goal is to provide you exactly what you need without anything you don’t.

If that means you just need me to come in for annual planning to help steer the ship for the new fiscal year, I am happy to help.

If you want me to re-work your plans for the new year while doing a full year reconciliation to have peace of mind any outstanding issues known or unknown are resolved, I can do that as well.

And if you need someone to come in and run your sales compensation program for a defined or undefined amount of time, I am happy to do that as well. I will even ensure when you are ready to bring in a full time person that the handoff is seamless and there is a full “playbook” left behind once I depart.

Either.

Some clients bring me in for a specific initiative (tool implementation, annual plan design). Others retain IncentiveOps as their ongoing sales compensation function. Both models work—the right choice depends on where your business is today. No matter how large or small your needs are, you can be sure I have the flexibility to meet you where you are at.

When your compensation needs justify a permanent internal team.

In many cases, IncentiveOps helps companies get to that point—by stabilizing operations, documenting processes, and even supporting the transition to an in-house hire when the timing is right.

There is no perfect answer to the question because it is heavily dependent on your particular business needs. You can be sure though, if your intent is to hire directly at any point, we will be sure to include that as part of the discussion to ensure I am enabling your timeline to the best of my ability.

Many businesses have a very specific cadence and packages as part of the go to market practice, and they should, it’s how you create a sustainable practice with good results that can stand the test of exiting employees and new employees entering over time.

The benefit of working as one man team is that I can tailor every conversation and every prospective engagement to fit your exact needs. I won’t ask you to pay for something that you don’t need just because it is part of a package. Everything I will do, bill for, and provide you, will be designed specifically for your organization.

You can reach us anytime via our contact page or email. We aim to respond quickly—usually within one business day.

We offer flexible pricing based on project type and complexity. After an initial conversation, we’ll provide a transparent quote with no hidden costs.

Collaborative, honest, and straightforward. We're here to guide the process, bring ideas to the table, and keep things moving.

Start with a conversation.

We’ll talk through your current setup, what’s working, what isn’t, and what you actually need. If IncentiveOps is a fit, I’ll propose a clear scope and engagement model. If it’s not, I’ll tell you that too.

You can send a contact request on the website, and I will reach out to you to set up a consultation call.