Senior Manager, Sales Finance

Cohesity is a leader in AI-powered data security and management. Aided by an extensive ecosystem of partners, Cohesity makes it easy to secure, protect, manage, and get value from data — across the data center, edge, and cloud. Cohesity helps organizations defend against cybersecurity threats with comprehensive data security and management capabilities, including immutable backup snapshots, AI-based threat detection, monitoring for malicious behavior, and rapid recovery at scale. We’ve been named a Leader by multiple analyst firms and have been globally recognized for Innovation, Product Strength, and Simplicity in Design. Join us on our mission to shape the future of our industry. This is the modeling truth layer for how Cohesity pays and sizes its global sales force. As a senior individual contributor on the GTM Finance team, you own the financial models that sit underneath sales compensation, sales capacity, and commission expense. You will build the financial modeling that comp-design decisions are made against, own the Rep Ramped Equivalent (RRE) capacity methodology that drives quota and hiring, and forecast commission expense at a precision the CRO, CFO, and Board can act on.  This is a quantitative, build-heavy role, not a reporting seat. The work is to convert ambiguous GTM questions into defensible models, and defensible models into a clear story for executive decision-makers. You will own the financial truth behind sales comp design decisions, and you will be the person who can explain, defend, and stress-test the numbers in front of leadership.  HOW YOU'LL SPEND YOUR TIME HERE: Sales Compensation Financial Modeling  Own the financial modeling behind compensation plan design: quantify cost of sales, payout curves, and margin impact across every seller role, plan, and segment.  Model accelerator and multiplier structures and quantify their cost; show how attainment-band multipliers move the effective commission rate before a plan is approved.  Quantify the economics of specialized incentive structures, including consumption / PPU treatment and migration incentives, and surface the dollar impact of classification choices.  Run scenario and sensitivity analysis on proposed plan changes, translating design options into cost vs coverage tradeoffs for Finance leadership sign-off.  This role owns the financial modeling, costing, and pressure testing that design decisions are made against.  Capacity, Quota & RRE Modeling  Own the RRE (Rep Ramped Equivalent) per head methodology: the productivity-weighted capacity model that bridges corporate targets to quota and hiring.  Maintain segment-specific ramp curves (e.g., longer Enterprise ramp vs. faster Commercial ramp) and the tenure-bucket logic that drives weighted capacity.  Build the forward capacity view across TTM productivity, seasonality phasing, and attrition (planned terminations, modeled attrition, and backfill ramp restart).  Produce the Gap to Plan output that is surfaced to the CRO and Board across plan, modeled, and risk-adjusted lenses.  Run the quota and capacity reviews (AE / SE quota, segment coverage), stress-testing attainability and the cost of closing coverage gaps.  Commission Forecasting & Expense Planning  Own the commission expense model: forecast commission cost against pipeline, attainment, and bookings mix at split level.  Track the loaded comp ratio (commission as a percent of Sales and Renewal ACV) and benchmark it against industry and prior periods.  Build early-warning signals where commission expense is tracking ahead of plan or attainment, and quantify the exposure in dollars.  Reconcile modeled commission to actuals and partner with Accounting on accrual and the ASC 340-40 capitalized-commission view.  Executive & Board-Level Analysis  Build the bridges, decks, and analytical narratives on comp, capacity, and commission for CRO, CFO, and Board consumption.  Distill complex modeling into a clear, defensible story; lead with the decision, not the spreadsheet, and pre-empt the obvious second question.  Produce the single source of truth views that leadership uses for resource allocation and investment calls.  Support weekly CRO and executive sales reviews with accurate, fast turn analysis.  Cross-Functional Coordination & Data Integrity  Operate as the connective tissue across Sales, RevOps, Sales Compensation, Accounting, and FP&A on planning, validation, and alignment.  Drive shared assumptions and definitions in recurring sales comp working sessions and planning cycles.  Govern the integrity of the data feeding the models across Claude, Salesforce, Clari, Snowflake, and the planning stack.  Use AI-native tooling to automate recurring modeling and reporting and reduce manual error risk.  Bachelor’s degree in Finance, Accounting, Economics, or a quantitative field.  6+ years in Sales Finance, FP&A, or Strategic Finance, with direct ownership of compensation, quota, capacity, or commission modeling at a high-growth technology or SaaS company.  Demonstrated mastery of SaaS GTM metrics: bookings, ACV, ARR, attainment, productivity, and cost of sales, and how each flow to the financials.  Expert financial modeling skills with the ability to build scalable, auditable models from ambiguous inputs, not maintaining templates.  Proven ability to influence senior cross-functional stakeholders without direct authority.  Direct experience preparing analysis for executive and Board-level audiences.  WE'D LOVE TO TALK TO YOU IF YOU HAVE MANY OF THE FOLLOWING: Bachelor’s degree in Finance, Accounting, Economics, or a quantitative field.  6+ years in Sales Finance, FP&A, or Strategic Finance, with direct ownership of compensation, quota, capacity, or commission modeling at a high-growth technology or SaaS company.  Demonstrated mastery of SaaS GTM metrics: bookings, ACV, ARR, attainment, productivity, and cost of sales, and how each flow to the financials.  Expert financial modeling skills with the ability to build scalable, auditable models from ambiguous inputs, not maintaining templates.  Proven ability to influence senior cross-functional stakeholders without direct authority.  Direct experience preparing analysis for executive and Board-level audiences.  Preferred Qualifications  Hands-on experience modeling sales compensation economics, including accelerators, multipliers, and consumption / PPU-based structures.  Experience building capacity or ramp / productivity models (RRE or equivalent) tied to quota and hiring plans.  Experience at a comparable enterprise software scaler (e.g., Salesforce, Snowflake, Databricks).  Fluency across the modern GTM stack: Salesforce, Clari, Snowflake, Adaptive Insights, NetSuite, Tableau.  Proven use of AI-native tools (e.g., Claude) to automate reporting and scale modeling workflows.  MBA or equivalent depth in quantitative finance.  What Success Looks Like  Commission expense forecast held within a tight, agreed tolerance against actuals, quarter over quarter.  Comp plan economics modeled and pressure tested before launch, with no post launch surprises on cost of sales.  A single, trusted RRE / capacity model that quota and hiring decisions are made against across GTM.  Gap to Plan quantified and visible to the CRO and Board ahead of the period, not in hindsight.  Quota reviews that tie cleanly to corporate targets, with coverage gaps and their cost surfaced early.  Board and executive materials that withstand scrutiny on first pass.  Recognized within 6 months as the go to quantitative authority on sales comp, capacity, and commission economics.  Measurable reduction in manual reporting cycle time through AI-native automation.  Why This Role Matters  Sales compensation and capacity are among the largest controllable investments Cohesity makes and the most direct levers on growth and operating efficiency. The models this role owns decide how much the company spends to acquire each dollar of bookings, how the sales force is sized and deployed, and whether quota and comp design drive the behavior the plan depends on. This is the seat where financial rigor meets go-to-market strategy at company scale, and where the numbers that reach the CRO, CFO, and Board are either trusted or not.  #LI-VM1 Disclosure Pursuant to Applicable State Equal Pay Transparency Laws - This position has a starting pay range as listed below. Actual salary depends upon many factors, including a candidate’s skills, qualifications and experience, location, and salary expectations, and therefore a starting salary at the low end, high end, or even above the stated range may be offered. This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants. Additionally, full-time employees are eligible to participate in our comprehensive benefits framework, including health and wellness benefits, vacation, paid holidays and refresh days, 401(k) retirement plan, life and disability insurance coverages, and other benefits the Company may offer from time to time. Pay Range : $184,500.00-$205,000.00 The compensation noted above is based on an annualized hourly rate assuming normal full-time employment. Data Privacy Notice for Job Candidates: For information on personal data processing, please see our Privacy Policy. Equal Employment Opportunity Employer (EEOE) Cohesity is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex, sexual orientation, national origin or nationality, ancestry, age, disability, gender identity or expression, marital status, veteran status or any other category protected by law. If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process, or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact us at 1-855-9COHESITY or recruiting@cohesity.com for assistance. In-Office Expectations Cohesity employees who are within a reasonable commute (e.g. within a forty-five (45) minute average travel time) work out of our core offices 2-3 days a week of their choosing. We strongly prefer candidates who are currently located in or near the designated job location. Candidates outside the area should apply only if they are committed to relocating prior to their start date and have the legal right to work in the job location.