Job Description
Revenue Compensation Specialist
About Andela
At Andela, we know brilliance is evenly distributed around the world, but opportunity is not. For over 10 years, Andela has connected its customers with top global, remote technical talent from over 135 countries with the majority residing in emerging markets like Africa and Latin America.
As one of the world’s largest talent marketplaces, Andela gives companies greater flexibility to quickly deploy qualified technologists. With talent highly skilled in advanced technologies to support Application Development, Artificial Intelligence, Cloud & DevOps, Data Engineering, and much more, customers experience 33% faster project delivery. The company’s exclusive AI-powered platform, Andela Talent Cloud, is the industry’s only unified platform managing the complete global talent lifecycle and enables customers to fill individual roles or engage fully managed teams up to 66% faster.
Andela is on the precipice of two breakout industry transformations: one in staffing/hiring and the other in software development, both accelerated by generative AI.
Are you an exceptional, hungry leader seasoned in scaling businesses through transformation and growth? Join us and change the world.
Job Summary
The Revenue Compensation Specialist will serve as the end-to-end owner of our sales compensation program — from plan setup and administration in CaptivateIQ to direct engagement with the sales team on comp questions and disputes. This is a highly visible, rep-facing role that will sit at the intersection of Finance, Sales, and RevOps, with accountability for the accuracy, timeliness, and transparency of our monthly commission cycle.
This role is a critical investment in how we run compensation at scale. Today, administrative comp responsibilities are fragmented across multiple team members. The Senior Commissions Specialist will consolidate that ownership and free our Salesforce Architect to focus on strategic comp plan design and systems work. The ideal candidate is analytically rigorous, deeply organized, and thrives in a high-trust, rep-facing environment where precision and communication quality both matter.
Exceptional Leadership
The best Andelans show up as brand ambassadors, trusted advisors, and innovation partners to the clients and ecosystems they serve. If your peers would describe you like this, we want to hear from you:
Low ego, low drama: You share credit, take blame. You like being wrong because it means someone else had a better idea.
One team mentality: You break silos. You put the company and mission first above your team alone. You roll up your sleeves when it matters.
Great listener, hungry for feedback: You’re always seeking to improve our product, our business, and yourself. You solicit diverse opinions and deeply listen.
Owner, not renter: You see a problem and fix it - or find someone who will. The buck stops with you.
Business problem solver: You’re not just a functional expert. You consistently get praised for approaching your work through the lens of solving real business problems.
Trust Builder: You have a track record of earning trust with senior executives, local stakeholders, and partners — the kind that takes time to build and compounds over years. In markets where relationships precede transactions, this is your edge.
Thrives In Ambiguity: You're energized by building something that doesn't fully exist yet. You create structure where there isn't any, and you stay confident and resourceful when the path isn't clear.
Key Responsibilities
Commissions Administration
Own end-to-end plan setup, maintenance, and payout validation in CaptivateIQ across all quota-carrying roles
Serve as the primary point of contact for rep-facing compensation questions, disputes, and escalations — no middlemen
Maintain and govern the compensation data record: start dates, ramp schedules, OTE and quota assignments, and plan versioning
Distribute, track, and archive pay plan acknowledgment forms in partnership with People Ops and Sales leadership
Manage account assignment and goaling data, ensuring alignment between CRM data and commission calculations
Month-End Close & Accuracy
Lead the monthly commission calculation cycle, ensuring all payouts are accurate, documented, and delivered on time
Reconcile commission outputs against CRM data, flagging and resolving discrepancies before payout
Prepare commission accrual inputs in partnership with Finance for month-end close
Maintain a clean audit trail for all comp calculations, adjustments, and communications
Cross-Functional Partnership
Partner closely with our Salesforce Architect on comp plan design, modeling, and system-level changes — taking administrative ownership so he can focus on strategy
Work with Sales leadership to communicate plan changes, quota adjustments, and program updates clearly and proactively
Collaborate with Finance on comp expense forecasting, accruals, and budget vs. actuals analysis
Support the People Ops team with new hire onboarding from a compensation perspective: plan communication, documentation, and system setup
Process Improvement
Identify and implement improvements to the commission calculation and communication workflow to reduce manual effort and error risk
Maintain and evolve our compensation documentation library, including plan documents, FAQs, and admin SOPs
Participate in CaptivateIQ system upgrades, new plan launches, and automation initiatives
Required Qualifications (Must Demonstrate)
3–5+ years of experience in sales compensation, commissions administration, or revenue operations
Hands-on experience with CaptivateIQ or a comparable commissions platform (Xactly, Spiff, Varicent, etc.)
Strong command of Salesforce — able to pull, validate, and interpret CRM data independently
Highly proficient in Excel/Google Sheets; comfort with large data sets and reconciliation work
Exceptional attention to detail — you catch errors before they become problems
Strong written and verbal communication skills with demonstrated ability to explain complex comp mechanics clearly to reps
Experience working cross-functionally with Finance and Sales leadership
Prior experience in a SaaS, technology, or high-growth environment preferred
Familiarity with compensation plan design and ASC 606/rev rec principles a plus