Overview

Job Description: About the teamZillow's Agent Sales organization empowers real estate professionals with the solutions and technology they need to succeed in today's dynamic market. Compensation strategy sits at the center of this work - shaping seller and advisor behavior, aligning incentives to business performance outcomes, and ensuring our go-to-market investments drive measurable revenue results across Zillow's full suite of products and solutions. About the role We're seeking a Senior Manager, GTM Compensation Strategy to own the strategy and design of incentive compensation and quota across our Sales and Customer Success organizations. You will serve as Zillow's internal compensation and quota thought leader - architecting plans that are directly tethered to business performance, competitively structured, and built to scale across multiple products and lines of business. This role spans meaningfully different go-to-market motions - hunter and farmer sales roles, product overlay, and adoption-focused CSMs, each requiring distinct plan mechanics tied to the specific business outcomes they drive. The ideal candidate brings consulting-level rigor to incentive plan design, deep fluency in sales comp mechanics across varied role types, and a strategic mindset that shapes how Zillow goes to market. What You'll Do Compensation Strategy & DesignOwn the end-to-end design of incentive comp plans across Sales, and CSM roles, including OTE structure, quota-to-pay mechanics, accelerators, SPIFs, and overlay arrangements Anchor every plan to business performance outcomes, ensuring comp directly incentivizes revenue, retention, adoption, and growth across Zillow's portfolio Lead comp design cycles with GTM leadership, Finance, and People from strategy alignment and scenario modeling through documentation and approval Build financial modeling capabilities to evaluate plan options, forecast comp costs, and present trade-offs clearly to executive leadership Monitor market benchmarks to keep Zillow's comp programs competitive for top sales, advisory, and CS talentQuota Strategy & DesignOwn quota strategy across all covered roles, establishing the philosophy, methodology, and governance that connects market opportunity, business targets, and individual accountability Lead quota-setting processes including allocation, adjustments, new hire ramp schedules, and territory-based modeling grounded in performance data and business targets Advise GTM leadership on comp and quota implications of role changes, territory shifts, and new product launches, ensuring incentive design is considered upstream, not retrofittedCross-Functional Partnership & LeadershipPartner with RevOps and BI to deliver ongoing visibility into plan effectiveness, payout distributions, and quota attainment across role types and products Build and develop a team of comp analysts and strategists with strong governance practices and analytical rigorThis role has been categorized as a Remote position. "Remote" employees do not have a permanent corporate office workplace and, instead, work from a physical location of their choice, which must be identified to the Company. U.S. employees may live in any of the 50 United States, with limited exceptions. In California, Connecticut, Maryland, Massachusetts, New Jersey, New York, Washington state, and Washington DC the standard base pay range for this role is $165,900.00 - $265,100.00 annually. This base pay range is specific to these locations and may not be applicable to other locations. In Colorado, Hawaii, Illinois, Maine, Minnesota, Nevada, Ohio, Rhode Island, Vermont, and Virginia the standard base pay range for this role is $157,600.00 - $251,800.00 annually. The base pay range is specific to these locations and may not be applicable to other locations. In addition to a competitive base salary this position is also eligible for equity awards based on factors such as experience, performance and location. Actual amounts will vary de