--- title: 'Senior Manager, Sales Compensation & Incentive Strategy at Horizon3 AI' canonical: 'https://feeny.ai/job/senior-manager-sales-compensation-incentive-strategy-horizon3-ai-united-states-nyed00v8m8gz' type: 'job' last_seen: '2026-09-12' --- # Senior Manager, Sales Compensation & Incentive Strategy at Horizon3 AI - **Company:** [Horizon3 AI](https://feeny.ai/companies/horizon3-ai) - **Location:** United States - **Employment:** full-time - **Work type:** remote - **Posted:** 2026-09-08 - **Last confirmed live:** 2026-09-12 - **Apply:** https://jobs.ashbyhq.com/horizon3ai/0c595c3a-5a7c-4c14-8b30-81e4679de495 ## Job description Get to Know Us Horizon3 is a fast-growing, remote cybersecurity company dedicated to the mission of enabling organizations to proactively find and fix and verify exploitable attack vectors before criminals exploit them. Our flagship product, the NodeZeroTM platform, delivers production-safe autonomous pentests and other key assessment operations that scale across the largest internal, external, cloud, and hybrid cloud environments. NodeZero has been adopted by organizations of all sizes, from small educational institutions to government agencies and Global 100 enterprises. It is used by ITOps/SecOps teams, consulting pentesters, and MSSPs and MSPs. We are a fusion of former U.S. Special Operations cyber operators, startup engineers, and formerly frustrated cybersecurity practitioners. We're committed to helping solve our common security problems: ineffective security tools, false positives resulting in alert fatigue, blind spots, "checkbox” security culture, cybersecurity skills shortage, and the long lead time and expense of hiring outside consultants. Collectively, we are a team of learn it alls, committed to a culture of respect, collaboration, ownership, and results. ## About the Team Revenue Operations owns the operating system behind how Horizon3 goes to market: how the business is planned, how territories and quotas are set, how performance is measured, and how sellers are paid. Compensation is where that work becomes real to the field, and we are building a dedicated compensation pillar inside Sales Operations so it is designed deliberately rather than assembled cycle by cycle. ## About the Role We are hiring a hands-on owner for how Horizon3 designs incentives for its global go-to-market organization. You will build the incentive architecture that turns our revenue plan into the quota structures, plans, and payouts that motivate and reward our sellers. This is a design-first, high-ownership role: you will set the compensation philosophy, build the plans, and put the modeling and governance in place to keep them fair, motivating, and defensible as we scale. The opportunity is the scope. Our go-to-market organization is on track to roughly double over the next several quarters across the Americas, EMEA, APJ, public sector, and our partner and managed service provider motions, and compensation is being built as a durable capability rather than a recurring manual cycle. You will own that build, and your work will land in front of Sales, Finance, and executive leadership every quarter. In This Role, You Will Own the incentive architecture - Own plan design across quota-carrying, overlay, management, channel, and partner-facing roles, including pay mix, rate structures, accelerators, caps, draws, and multi-period attainment mechanics - Set the sales compensation philosophy and own the executive narrative on plan performance, cost, and risk - Design crediting rules that survive real deal complexity, including seller splits, partner co-sell dual credit, marketplace and distributor fulfillment, and negative booking treatment - Translate strategy changes, including new segments, pricing launches, and coverage model shifts, into plan updates delivered quickly and accurately Own quota methodology and analysis - Partner with Finance and Sales Operations to translate approved goals into sensible, defensible quota structures across functions, segments, and every layer of sales leadership - Own the methodology itself: how quota is constructed by role, how it is prorated for mid-period starts, how ramp is phased, and how commission rate integrity and accelerator behavior hold through it - Analyze proposed quotas for attainability and internal equity before they go to the field, using attainment history, capacity, and coverage to flag numbers that will not produce the intended behavior - Help move quota construction from a manual build toward a rules-driven process, where role, segment, region, and start date generate the structure deterministically Own short-term incentive programs - Own SPIFF and short-term incentive programs end to end, from intake and design through approval, field communication, and payout validation - Manage them as a portfolio inside an agreed budget envelope, making tradeoffs explicit when requests exceed it - Pressure-test proposed programs for the failure modes that actually occur, including duplicate payment, goals set below rolled-up quota, and uncapped exposure - Close the loop on whether each program changed behavior, so the next design is informed rather than assumed Own governance and decision rights - Own and publish the compensation decision rights framework, including exception thresholds by dollar value and population impact - Act as the approving authority on routine exceptions, and run dispute resolution with clear service levels and consistent outcomes - Codify decisions into policy so the next instance is resolved by the document instead of by a meeting - Own the governance layer: plan documentation, program terms, approval workflow, version control, and audit-ready records Own the operating cycle with Finance - Partner with our commissions function to deliver quotas and signed plans to new hires within days of their start date, and hold that through a sustained hiring ramp - Carry plan assignment and proration execution alongside Finance, with the deliberate intent that neither party is single-threaded - Drive automation across the onboarding to payment chain, replacing manual steps with governed workflow - Partner with Revenue Operations Systems so CRM structure supports crediting, attainment, and territory hierarchy cleanly You Might Thrive Here If You Have - 10 or more years in sales compensation, incentive design, revenue operations, or sales finance, with meaningful depth specifically in incentive plan design - Real design experience rather than administration experience. You have authored plan structures, accelerator design, and crediting rules, and defended them to executives who pushed back - Deep experience with quota methodology at scale, including proration, ramp design, attainability analysis, and overlay and management quota construction - Advanced financial modeling skills. You can stress-test a design before it ships and diagnose a plan already in market - Strong command of incentive compensation platforms and the configuration logic underneath them, and fluency in Salesforce as the crediting and attainment source of truth - A builder mindset. You are energized by ambiguity and comfortable creating structure where none exists - High EQ and a thick skin. You can hold the tension between Sales asking for aggressive accelerators and Finance asking for cost control without losing either side - A player-coach disposition. You can present compensation philosophy to executives and work a single rep's commission dispute by hand - Willingness to say no with a reason, and comfort being the decision-maker on routine exceptions - Experience in high-growth environments where the organization doubled underneath you What Success Looks Like - Quota construction runs on published methodology with a documented exception path, rather than a manual build repeated each cycle - Quotas are analyzed for attainability and equity before they reach the field, not after reps start pushing back - New hires receive their quota and signed plan within days of starting, consistently, without depending on any one person - Routine compensation exceptions resolve at the right level and no longer require leadership approval - The annual compensation strategy recommendation is approved by Sales and Finance leadership ahead of board review, on schedule rather than against the deadline - Sellers and managers trust their attainment numbers and stop asking which version is right ## Perks of Horizon3 - Inclusive Team: We value diversity and promote an inclusive culture where everyone can thrive. - Growth Opportunities: Be part of a dynamic and growing team with numerous career development opportunities. - Innovative Culture: Work in a collaborative environment that encourages creativity and out-of-the-box thinking. - Hybrid & Remote Work: We embrace a mix of remote and hybrid work models depending on role and location, including our Chicago office, where some roles require regular in-office presence. - Competitive Compensation: We offer competitive salary, equity and benefits. Our benefits include health, vision & dental insurance for you and your family, a flexible vacation policy, and generous parental leave. ## Compensation and Values At Horizon3, we believe that our people are our greatest asset, and our compensation philosophy reflects this core value. We are committed to fostering an environment where all employees feel valued, respected, and rewarded for their contributions. Our compensation structure is designed to be fair, competitive, and transparent, ensuring that every team member is recognized and compensated equitably across roles, levels, and locations. In accordance with various State’s transparency regulations, we provide the following salary range information for this position: - Base salary range: $170,000 - $200,000 annually. The exact salary will be determined based on the selected candidate’s location, qualifications, experience, and relevant skills. - Additional compensation: All full-time roles are eligible for an equity package in the form of stock options. You Belong Here Horizon3 is not just an equal opportunity employer - we are a community that values diversity, equity, and inclusion as fundamental principles of our culture and success. We are dedicated to fostering a workplace where everyone feels welcome and respected, regardless of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, genetic information, marital status, hair length or any other legally protected status by law. Our commitment to diversity and inclusion means we strive to attract, develop, and retain a workforce that reflects the varied communities we serve. We believe that diverse perspectives drive innovation and strengthen our ability to create cutting-edge cybersecurity solutions. At Horizon3, every team member is valued and supported in an environment that encourages personal and professional growth. We welcome candidates from all backgrounds and experiences, and we encourage all qualified individuals to apply. Come be a part of Horizon3, where your unique contributions are recognized, and your potential is limitless. Other Duties Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee. Duties, responsibilities, and activities may change at any time with or without notice. Application Note In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information. ## About Horizon3 AI ## Company Overview - **One-liner**: Horizon3.ai provides an autonomous penetration testing platform (NodeZero) that safely hacks production environments to identify and fix exploitable attack paths using AI. - **Entity Type**: Private (Series D – latest funding round in 2026, led by Prosperity7 Ventures) - **Headquarters**: San Francisco, California, United States (447 Battery Street, San Francisco, CA 94111) - **Founded**: 2019 - **Founders**: Snehal Antani (Co-Founder & CEO); founded by a mix of US Special Operations, US National Security, and cybersecurity industry veterans ## Core Business - **Primary industry**: Cybersecurity (autonomous penetration testing, vulnerability management, continuous security validation) - **Target customers**: B2B – large enterprises, Fortune 100, government agencies (NSA, CISA), healthcare providers, financial services, manufacturing, education, public sector - **Mission**: “Turn the map around” – using the attacker’s perspective to help enterprises prioritize defensive efforts. The company aims to shift the advantage from attackers to defenders by fighting AI with AI. ## Products & Services - **[NodeZero®](https://horizon3.ai/)**: Autonomous penetration testing SaaS platform. Safely runs real attack techniques in production environments (no agents, no disruption). Discovers and chains exploitable vulnerabilities, misconfigurations, harvested credentials, and dangerous defaults across external, identity, on-prem, cloud, and Kubernetes attack surfaces. Also includes Active Directory password auditing and phishing impact testing. Continuously validates fixes and repeats autonomously. ## Market Standing - **Valuation**: Not publicly disclosed - **Key Metrics**: - Annual Revenue: **$35.5M** (per LinkedIn) - Total Funding: **$187M** (per LinkedIn) / **$181M** (per CB Insights – conflicting reports; both cited) - **225,000+** production-safe tests completed - **5,000+** customers - **Notable Investors/Partners**: - SignalFire (lead in Seed, Series A, Series B) - Craft Ventures (lead Series C) - Prosperity7 Ventures (lead Series D – 2026) - **Growth Signals**: - Ranked **#1 in Security** on the 2025 Inc. 5000 list - **#3 overall** on the 2025 Deloitte Technology Fast 500 - Fast Company’s **Most Innovative Companies** (2026) – #1 in Security - Named to the **Fortune Cyber 60** (2023 & 2025) - Two-time **Black Unicorn Award** winner - Headcount grew **115.5% YoY** to 341 employees (LinkedIn) - Active job postings up **168.2% YoY**; operates in 14 countries ## Competitive Advantages - **AI-driven autonomous testing** that learns from hundreds of thousands of tests and uses the right AI (ML, GenAI) for each problem – delivers evidence-based results with **zero hallucinations**. - **Production-safe** – zero downtime across all production tests, trusted by the world’s most sensitive high-security environments (NSA, CISA, Fortune 10, major healthcare). - **No agents required** – fully self-service SaaS, safe to run continuously. - **Real attack techniques** – not a scanner; shows actual attacker paths and impact. - **Rapid verification** – instantly confirms fixes and repeats the cycle, enabling a continuous validation loop. ## Strategic Focus - **Continuous validation** – driving a loop of test-fix-verify-repeat autonomously. - **Fighting AI with AI** – building NodeZero to operate at machine speed against AI-powered attacks. - **Global expansion** – already in 14 countries, with active hiring in EMEA, APAC, and the Americas. - **Scaling the team** – 59 active job postings (as of mid-2026), with emphasis on engineering, sales, and customer success roles. ## Why Work Here - **Culture**: Rated **5.0/5.0 on LinkedIn** (76 reviews) with perfect scores for Culture (5.0), Career (4.9), Compensation (4.7), and Work-Life (4.6). Described as a “kick-ass organization hell bent on disrupting an industry” with a team of “motivated learn-it-alls.” - **Work Policy**: Remote-friendly (most roles listed as remote, HQ in San Francisco, CA). Offers flexibility across time zones. - **Notable Perks** (from Built In and LinkedIn): - Comprehensive healthcare (medical, dental, vision, FSA) - Life insurance, disability insurance - 401(k) with company matching - Equity and employee stock purchase plan - Generous parental leave and family medical leave - Performance bonuses - Job training, conferences, and customized development tracks - Promotion policies and career growth support - **Engineering Culture**: Built by US Special Operations and National Security veterans. Emphasis on high autonomy, real-world impact, and cutting-edge AI/security work. “If you want to be part of a kick-ass organization hell bent on disrupting an industry and keeping attackers at bay, let’s talk.” ## Sources 1. [horizon3.ai – Homepage](https://horizon3.ai/) 2. [horizon3.ai – About/Team](https://horizon3.ai/about-us/) 3. [LinkedIn – Horizon3.ai Company Page](https://www.linkedin.com/company/horizon3ai) 4. [Built In – Horizon3.ai Careers & Perks](https://builtin.com/company/horizon3ai) 5. 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