About IncentiveOpsSales compensation is revenue infrastructure.
We design and operate compensation systems that create clarity, align incentives with growth, and build trust across sales, finance, and leadership.
Sales compensation should guide behavior and reinforce business priorities. When systems lack structure, complexity and friction follow. IncentiveOps brings discipline, stability, and clarity to compensation programs so organizations can scale confidently.
The problemMost companies lack structured ownership of sales compensation, leaving a critical revenue system fragmented, reactive, and increasingly fragile as organizations grow.
Too Early for a Full-Time Leader
Many companies need experienced compensation leadership but aren’t yet ready to hire and support a dedicated internal role.
Fragmented Ownership
Responsibility becomes split across finance, sales operations, and leadership, creating inconsistent processes and unclear accountability.
Fragile Processes & Spreadsheets
Without a structured system, compensation programs rely on manual tools and reactive fixes that introduce risk and instability.
Our operating philosophyWe don’t add complexity to appear sophisticated. We reduce noise so performance becomes measurable, predictable, and aligned across revenue and finance.
Structured. Measured. Defensible. Sales compensation systems should be clear enough for sellers to trust, structured enough for Finance to defend, and stable enough to scale. IncentiveOps operates with a simple standard: if leadership cannot explain the system clearly, it isn’t engineered well enough.
Built from a decade of real-world compensation operations.
IncentiveOps was founded by Zac Durham, a Certified Sales Compensation Professional (CSCP) with 10 years operating sales compensation programs across mid-market and late-stage growth companies. The work spans B2B SaaS, payments, and financial services, with most engagements concentrated in Series B through late-stage organizations where compensation systems must scale alongside the business.
The portfolio includes more than 100 incentive plans designed or redesigned, seven ICM platforms implemented or owned in production, and compensation operations covering seller populations from 42 to 355. Across that range, the recurring lesson is the same: compensation rarely fails because the math is wrong. It fails because the system around the math wasn't built for the scale it ended up carrying.
IncentiveOps specializes in sales compensation transformation and redesign, with full-stack execution capability across plan design, ICM implementation, calculation operations, governance, and Finance alignment. The work is grounded in operating experience inside growing organizations, not in theoretical compensation philosophy. It's what works inside scaling organizations.
Our ClientsWho IncentiveOps works with.
IncentiveOps partners with growing organizations that recognize sales compensation as a critical part of revenue infrastructure, not simply an administrative task.
Scaling B2B and SaaS Organizations
Companies moving from early growth to structured revenue operations, where compensation systems must support increasing complexity and scale.
Teams with 30+ Quota-Carrying Sellers
Organizations where compensation programs expand across multiple teams, roles, and incentive structures.
Multi-Plan Compensation Environments
Revenue teams managing multiple plans across sales functions, requiring clarity, consistency, and structured oversight.
ICM Implementation in Progress
Companies preparing for or implementing Incentive Compensation Management platforms that require thoughtful design, configuration, and validation.
Leadership That Values Structure
Executive teams that understand sustainable growth requires systems that are clear, stable, and defensible across Sales, Finance, and leadership.
Navigating Structural Change
Companies undergoing go-to-market pivots, territory restructuring, or post-acquisition integration that require compensation redesign.
Sales compensation should be trusted by default.
When incentive systems are accurate, aligned, and clearly governed, sellers focus on performance, Finance gains predictability, and leadership focuses on growth. That alignment doesn’t happen by accident. It’s engineered.