Manager, Compensation & Incentives

Help make the world more hospitable

The hospitality industry is uniquely human, and it deserves technology that’s just as inspiring as the people behind it. At Mews, we’re transforming the industry with a platform that helps hotels run smarter, move faster and create better guest experiences.

You’ll work with smart, curious people who care deeply about what they do. You’ll have autonomy and the trust to make good decisions and move quickly. And you’ll enjoy a real sense of purpose as you see the impact of what we’re building.

If you’re motivated by ownership, curiosity and meaningful impact, and are driven to deliver consistent high performance, you’ll feel at home here.

About the role

Let's get into the specifics. It’s impossible to capture every nuance of a role - especially at a rapidly growing company like Mews - but if we had to distil it into a job description (which we do because this is a job description), it would be this:

You’ll be the single accountable owner of incentive compensation across the go-to-market organisation at Mews, from plan design through to payout governance. How we design, communicate and pay incentives is one of the clearest levers we have for driving the right behaviour, outcomes and performance across the business, and this role turns that into a scalable, trusted system. Mews sells to hotels around the world through sales, account management, customer success and partner teams, so the plans you build shape how every one of those teams goes to market.

This is a senior individual contributor role in Revenue Operations, reporting to the Director of Revenue Operations, based in the UK or US. Sales, account management, customer success and partner leaders will come to you to shape how their teams are paid. Finance and People will come to you to understand what it costs and whether it’s working. You set your own priorities, align them with RevOps and leadership, and bring recommendations to the executive team rather than carrying out someone else’s design.

As Mews grows, the way we pay our GTM teams needs to scale with it. That means plans that reinforce company priorities such as new ARR, retention and Mews OS, crediting rules that reward the behaviour we want, and plan documents a rep can understand reading them cold. You’ll own the strategy, the mechanics and the controls that make that happen.

What you would do

• Define the incentive compensation strategy and plan architecture for every GTM role: pay mix, measures and weightings, accelerators, caps, ramp, and crediting and split rules, so each element has a clear purpose and a measurable effect
• Own commission calculation and payout on a monthly or quarterly cycle, from data validation to payroll handoff, within an audit-ready control environment
• Set and apply policy on exceptions, SPIFs, clawbacks and mid-year changes, and run a regular compensation governance forum with Sales, Finance and People leadership
• Give reps and managers clear, timely visibility of attainment and earnings, and own the compensation platform roadmap, including working with our product team on what we build next. Use AI to make plan explanations and forecasts faster and clearer while payout logic stays rule-based
• Model plan cost and payout distribution before anything goes live, then measure whether plans drive the behaviour they were built for and bring recommendations to leadership

AI Fluency Level 3: in this role, that means going beyond using AI for your own analysis. You’ll redesign parts of how incentive comp runs at Mews (how plan documents are drafted, how reps get answers about their pay, how earnings forecasts are produced) and decide clearly what AI can handle and what has to stay rule-based. You’ll document that approach so Finance, sales managers and the product team can follow it. And you’ll check every AI-assisted model, forecast or explanation against the plan rules and source deal data before it reaches Finance or a rep, because these numbers are people’s pay.

For more information on AI fluency at Mews, please refer to AI Fluency at Mews: A Comprehensive Guide for Candidates on Confluence.

What you would bring

• A track record as the named owner of incentive compensation at a B2B SaaS company, including running commission calculations and payouts hands-on and taking at least one annual plan cycle through executive approval
• Excellent modelling skills: advanced Excel, and the ability to scenario-model plan cost and payout distribution before a plan launches
• Hands-on experience with a commission management platform such as CaptivateIQ or Xactly, ideally including an implementation or migration
• The credibility to push back on sales leadership with data, discretion with individual pay data, and writing a rep can understand reading it cold
• AI Fluency Level 3 or equivalent hands-on experience: you’ve used AI to change how a comp or analytics process runs for other people, and you can show how you check its output before it affects anyone’s pay

Nice to have

• Experience building a compensation function from scratch rather than inheriting a mature one
• Incentive plans for customer success, account management or partner and channel roles, including multi-product, usage-based or payments models
• Multi-country plans across the UK, EU and US, and working knowledge of SQL

To be eligible for this position, you must be based in one of the following US states: Connecticut, Florida, Georgia, Illinois, Kansas, Massachusetts, New Jersey, New York, North Carolina, Ohio, South Carolina, Tennessee, Texas, Vermont, Virginia, Wisconsin.

United States

$123,000—$157,000 USD

Pay Transparency at Mews

Salary ranges are provided in good faith and reflect current market conditions and internal pay structures. Final compensation may be adjusted based on funding, budget constraints, or exceptional candidate qualifications, but will remain within reasonable proximity to the stated range.

This salary disclosure is provided in compliance with applicable pay transparency legislation. We are committed to equal pay practices and prohibit salary history inquiries during our recruitment process.

If the location you're applying from wasn't originally advertised for this role, salary range information is available upon request at any point during the application/interview process - your recruiter will be able to help.

What’s in it for you?

Our success is powered by our incredible people, supported by benefits that help them thrive.

Global benefits

No matter where you’re based, you’ll enjoy:

• Unlimited paid holiday (yes, really)
• Participation in our company share program
• Paid parental leave (6 months fully paid for primary caregivers, 2 months for secondary, available after one year of service)
• An annual Learning budget of €300 (and more for high performers) to support your development
• Monthly "EDGE" time to Explore, Develop, Grow, and Elevate yourself
• A work from anywhere policy with flexibility to work abroad for a few weeks each year
• Relocation options, available after one year
• Flexible, hybrid working options
• A home office setup budget to make your workspace your own and a monthly work-from-home allowance
• Claude tokens, so you can automate workflows and build smarter, more efficient ways of working

Local benefits

You'll receive additional benefits that vary by location, from healthcare and retirement plans to team events, socials and other perks. Ask us about it during your interview process.

Life at Mews

We’re an equal opportunities employer. We value teams that reflect the diversity of the customers and communities we serve. Different perspectives make better ideas, stronger products and a more welcoming company.

We also believe transparency is important when deciding if you're the right fit. Mews is an ambitious, high-pressure environment of continuous learning and high standards. Success here requires resilience, adaptability and a willingness to solve difficult problems.

A few things that define how we work:

• High autonomy means high responsibility. People are expected to take ownership and drive outcomes. There isn’t a detailed playbook for everything, and that’s part of what makes the work challenging - and rewarding.
• Change is constant. We’re growing quickly and adapting as we scale. Teams, processes and priorities continue to evolve, and only people who stay curious and agile will thrive.
• We’re remote-first, not relationship-free. Flexibility is core to how we work, but strong relationships still matter. Our teams are global, so we need expert collaborators and communicators to help us move forward together.
• AI is an integral part of our processes. It’s not here to steal people’s jobs, but to amplify efficiency and productivity. We’re motivated to proactively use the technology to seek out better ways of working and share our findings with the rest of the company.

If there's anything we can do to support you during the application process, let us know.

We don't discriminate on the basis of race, religion, colour, nationality, gender, sexual orientation, age, marital status, veteran status, disability or any other protected characteristic.

One final thing: don't hold back. If you don't meet 100% of the criteria in this job description but you're certain you could make a big impact, apply. Everyone should have equal access to opportunities, and we're committed to providing an inclusive experience.

If Mews sounds like the kind of environment where you'd thrive, we'd love to hear from you.