Sales Operations, Principal

About the teamThe Sales Operations Principal is responsible for owning the end-to-end strategy, design, and execution of sales compensation programs that drive performance and align with company objectives. This role operates as a strategic partner to Sales, Finance, and executive stakeholders, with accountability for shaping incentive structures, influencing business decisions, and ensuring scalable, data-driven compensation systems.
This is a highly cross-functional and high-impact role that combines strategic thinking, analytical rigor, and operational leadership. The ideal candidate brings deep expertise in compensation design, strong business judgment, and a proven ability to lead complex initiatives across teams with minimal direction.

About the role

• Own end-to-end compensation strategy and design for Sales, including plan architecture, performance metrics, and incentive structures aligned to business goals.

• Lead scenario modeling and decision-making, evaluating tradeoffs across cost, risk, and behavioral incentives; provide clear recommendations to senior leadership.

• Drive cross-functional alignment with Sales, Sales Finance, FP&A, HR, and Data teams to ensure compensation plans are well-designed, understood, and effectively executed.

• Establish and evolve performance frameworks, including quota setting, target-setting methodologies, and plan mechanics that balance motivation, fairness, and financial discipline.

• Influence sales strategy through data-driven insights, proactively identifying trends, risks, and opportunities to improve performance.

• Ensure integrity and scalability of compensation data systems, partnering with Data and Ops to define durable data sources, reporting, and ensure frontline visibility

• Communicate complex compensation concepts clearly to stakeholders at all levels, including Sales leadership and executives.

Success in This Role Looks Like

• Compensation programs are strategic, scalable, and directly influence sales behavior and company outcomes.

• Sales leadership relies on this role as a trusted advisor for compensation and performance strategy.

• Compensation plans are clearly understood, data-driven, and motivational

• Cross-functional stakeholders view this role as the single-threaded owner of compensation strategy

• Processes and frameworks are built to scale with the organization, reducing reliance on ad hoc support

This 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 $131,700.00 - $210,300.00 annually. This base pay range is specific to these locations and may not be applicable to other locations. In Colorado, Hawaii, Illinois, Minnesota, Nevada, Ohio, Rhode Island, and Vermont the standard base pay range for this role is $125,100.00 - $199,900.00 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 depending on experience, performance and location. Employees in this role will not be paid below the salary threshold for exempt employees in the state where they reside.

Who you are

• 8–10+ years of experience in sales compensation, sales operations, finance, or a related analytical/strategy role.

• Demonstrated experience owning compensation design end-to-end, not just supporting or administering plans.

• Proven ability to make strategic decisions and evaluate tradeoffs in ambiguous, high-stakes environments.

• Strong analytical and modeling skills, with experience using data to inform business decisions and influence stakeholders.

• Track record of driving cross-functional alignment and influencing senior stakeholders without direct authority.

• Deep understanding of sales performance metrics, incentive structures, and compensation design principles.

• High attention to detail with strong ownership over data accuracy and system integrity.

• Excellent communication skills, with the ability to translate complex analyses into clear business insights.

Preferred Skills & Experience

• Experience operating in a lead or principal-level IC role with broad ownership and autonomy.

• Experience working closely with Sales Finance, FP&A, and executive leadership teams.

• Familiarity with compensation systems (e.g., Xactly), CRM platforms, and BI tools.

• Experience in high-growth or scaling sales organizations.

• Strong business judgment and comfort navigating ambiguity and evolving business needs.

Get to know us

At Zillow, we’re reimagining how people move—through the real estate market and through their careers. As the most-visited real estate platform in the U.S., we help customers navigate buying, selling, financing and renting with greater ease and confidence. Whether you're working in tech, sales, operations, or design, you’ll be part of a company that's reshaping an industry and helping more people make home a reality.

Zillow is honored to be recognized among the best workplaces in the country. Zillow was named one of FORTUNE 100 Best Companies to Work For® in 2025, and included on the PEOPLE Companies That Care® 2025 list, reflecting our commitment to creating an innovative, inclusive, and engaging culture where employees are empowered to grow.

No matter where you sit in the organization, your work will help drive innovation, support our customers, and move the industry—and your career—forward, together.

Zillow Group is an equal opportunity employer committed to fostering an inclusive, innovative environment with the best employees. We are committed to equal employment opportunity regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity or Veteran status. If you have a disability or special need that requires accommodation, please contact your recruiter directly.

Qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable state and local law.

Los Angeles County applicants: Job duties for this position include: work safely and cooperatively with other employees, supervisors, and staff; adhere to standards of excellence despite stressful conditions; communicate effectively and respectfully with employees, supervisors, and staff to ensure exceptional customer service; and follow all federal, state, and local laws and Company policies. Criminal history may have a direct, adverse, and negative relationship with some of the material job duties of this position. These include the duties and responsibilities listed above, as well as the abilities to adhere to company policies, exercise sound judgment, effectively manage stress and work safely and respectfully with others, exhibit trustworthiness and professionalism, and safeguard business operations and the Company’s reputation. Pursuant to the Los Angeles County Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.