Compensation Analyst

Job description

Who Are We?

Postman is the world’s leading API platform, used by more than 45 million+ developers and 500,000 organizations, including 98% of the Fortune 500. Postman is helping developers and professionals across the globe build the API-first world by simplifying each step of the API lifecycle and streamlining collaboration—enabling users to create better APIs, faster.

The company is headquartered in San Francisco and has offices in Boston, New York, Austin, Tokyo, London, and Bangalore - where Postman was founded. Postman is privately held, with funding from Battery Ventures, BOND, Coatue, CRV, Insight Partners, and Nexus Venture Partners. Learn more at postman.com or connect with Postman on X via @getpostman.

P.S: We highly recommend reading The “API-First World” graphic novel to understand the bigger picture and our vision at Postman.

The Opportunity

Postman is hiring a Compensation Analyst to own the design, documentation, and ongoing management of compensation plans that drive the right behaviors and outcomes across our organization. This role will largely focus on GTM organization, translating our GTM strategy into incentive mechanics that are clear, scalable, and measurable—balancing growth acceleration, efficiency, and customer value. You will partner closely with Leadership, Ops, Finance, and People to ensure plans are competitive, compliant, and operationally excellent.

What You’ll Do

• Own end-to-end compensation plan design across the organization with a special focus on GTM roles (e.g., Enterprise/Commercial AEs, SDR/BDR, AM/CSM overlays as applicable), aligning incentives to Postman’s GTM strategy.
• Translate desired behaviors into plan mechanics (pay mix, OTE, quota alignment, thresholds, accelerators/decelerators, crediting rules, SPIFFs).
• Build and maintain comp models to assess payout curves, attainment distributions, cost of sales, and scenario impacts; recommend optimizations based on data.
• Partner with Sales Leadership, RevOps/Sales Ops, and Finance to ensure plans are measurable, operable in systems, and forecastable/accruable.
• Establish governance for plan changes, exceptions, and approvals; ensure audit-ready processes and strong internal controls.
• Own plan documentation and communications (plan letters, policy/FAQs, rollout materials) to ensure clarity and trust with reps and managers.
• Run comp performance reviews on a monthly/quarterly cadence; identify unintended outcomes and drive iterative improvements.
• Support dispute resolution and exception handling with clear policy interpretation and consistent decisioning.
• Continuously benchmark and evolve incentive design to remain competitive while maintaining efficiency and scalability.

About You

• 7+ years in compensation design especially sales compensation, incentive design, sales finance, or RevOps with direct ownership of compensation plan design and governance.
• Proven experience designing comp for Enterprise SaaS organizations at scale (multiple segments/regions, evolving role definitions, increasing complexity).
• Strong understanding of GTM roles and motions (enterprise new logo, expansion/renewal, overlays) and how incentives drive behavior.
• Advanced modeling skills (Excel/Sheets) with comfort analyzing payout curves, attainment distributions, sensitivity analyses, and cost-of-sales tradeoffs.
• Ability to design plans that balance strategic leverage, fairness, simplicity, and operational precision.
• Strong cross-functional influence skills; able to align Sales, RevOps, Finance, and People on plan outcomes and tradeoffs.
• Excellent written/verbal communication;
• High ownership, attention to detail, and discretion with sensitive compensation data; strong process orientation.
• Familiarity with comp tooling and CRM/reporting preferred (e.g., Salesforce, CaptivateIQ, Radford, Mercer)
• Bonus: exposure to PLG-to-enterprise dynamics, international considerations, and/or incentive control/audit frameworks.

The reasonably estimated base salary for this role ranges from $160,000 to $180,000, plus a competitive equity package. Actual compensation is based on the candidate’s skills, qualifications, and experience.

What Else?

In addition to Postman’s pay-on-performance philosophy, and a flexible schedule working with a fun, collaborative team, Postman offers a comprehensive set of benefits, including full medical coverage, flexible PTO, wellness reimbursement, and a monthly lunch stipend. Along with that, our wellness programs will help you stay in the best of your physical and mental health. Our frequent and fascinating team-building events will keep you connected, while our donation-matching program can support the causes you care about. We’re building a long-term company with an inclusive culture where everyone can be the best version of themselves.

At Postman, we embrace a hybrid work model. For all roles based out of San Francisco Bay Area, Boston, Austin, Tokyo, Bangalore, Hyderabad, London, and New York, employees are expected to come into the office 3-days a week. We were thoughtful in our approach which is based on balancing flexibility and collaboration and grounded in feedback from our workforce, leadership team, and peers. The benefits of our hybrid office model will be shared knowledge, brainstorming sessions, communication, and building trust in-person that cannot be replicated via zoom.

Our Values

At Postman, we create with the same curiosity that we see in our users. We value transparency and honest communication about not only successes, but also failures. In our work, we focus on specific goals that add up to a larger vision. Our inclusive work culture ensures that everyone is valued equally as important pieces of our final product. We are dedicated to delivering the best products we can.

Equal opportunity

Postman is an Equal Employment Opportunity and Affirmative Action Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. Headhunters and recruitment agencies may not submit resumes/CVs through this website or directly to managers. Postman does not accept unsolicited headhunter and agency resumes. Postman will not pay fees to any third-party agency or company that does not have a signed agreement with Postman.