The Revenue Planning & Capacity Lead owns the design, modeling, and ongoing integrity of revenue economics.
This role is responsible for ensuring that territory design, quota allocation, compensation mechanics, headcount planning, and productivity assumptions translate into predictable revenue performance across Direct, Channel, Solution Engineering, and Customer Experience teams.
This is not a systems administration role.
This is a revenue architecture and performance governance role.
You will operate at the center of planning, compensation alignment, and cross-functional connected planning.
Core Responsibilities
1. Territory Design & Segmentation
· Own annual and mid-year territory design across segments
· Define segmentation frameworks (Enterprise, MM, Commercial, Channel, Geo)
· Model account distribution and coverage sufficiency
· Identify whitespace, overlap, and imbalance based on account potential
· Ensure SE and CX alignment within territory constructs
Deliverable:
Territories are intentional, balanced, and economically sound.
2. Quota Setting & Allocation
· Own quota methodology and allocation logic
· Translate company targets into segment-level quotas
· Ensure quota fairness and attainment credibility
· Model quota distribution scenarios before rollout
· Quantify impact of mid-year adjustments
Deliverable:
Quotas are data-driven, defendable, and aligned to capacity reality.
3. Headcount & Capacity Planning
· Own revenue capacity model (Sales, Channel, SE, CX)
· Model hiring timing and ramp curves
· Identify revenue-at-risk from attrition or ramp delays
· Forecast productivity elasticity by segment
· Monitor plan vs actual capacity drift
Deliverable:
Clear visibility into capacity sufficiency at all times.
4. Compensation Plan Administration
Administer compensation plan design across:
· Direct Sales
· Channel
· Solution Engineering
· Customer Experience
· Translate compensation mechanics into modeled revenue impact
· Ensure incentive alignment with company strategy
· Conduct scenario analysis before comp rollout
· Maintain compensation governance documentation
Deliverable:
Incentives reinforce strategy and do not distort behavior.
5. Productivity Benchmarking
Establish and maintain productivity benchmarks by role:
· ARR per rep
· ARR per SE
· Revenue per CX head
· Track ramp performance
· Identify structural underperformance vs model assumptions
· Provide quarterly benchmark updates
Deliverable:
Clear visibility into productivity, health and leverage points.
6. Connected Planning Leadership
Lead connected planning sessions with:
· Finance
· Sales Leadership
· Channel
· SE
· CX
· Ensure alignment between revenue targets, capacity, and compensation
· Translate strategic changes into model updates
· Facilitate planning tradeoff discussions
Deliverable:
Planning is integrated, not siloed.
7. Anaplan Ownership (Tool as Enabler)
· Own Anaplan revenue planning model architecture
· Improve automation and usability
· Ensure alignment between planning model and CRM data
· Maintain model governance and documentation
Important:
Anaplan is the tool. Revenue design is the job.
Quantitative Indicators
· <5% variance between planned vs actual headcount assumptions
· Forecast capacity variance identified at least 60 days early
· Quota allocation disputes reduced materially
· Planning cycle time reduced by 20–30%
· Executive rework cycles decreased
Required Skills
· Advanced financial and revenue modeling expertise
· Strong Anaplan modeling experience
· Advanced Excel / Google Sheets proficiency
· Deep understanding of SaaS revenue mechanics
· Experience supporting territory & quota planning cycles
· Familiarity with compensation plan mechanics
