Senior Manager, Sales Operations & Commissions

Everbridge empowers organizations to anticipate, mitigate, respond to, and recover stronger from critical events. Our mission is to help customers keep people safe and organizations running by providing the world's leading resilience platform.

As our Go-to-Market organization continues to evolve, we're making significant investments in AI, automation, analytics, and operational excellence. We support more than 300 sellers globally, and we're looking for someone to help redefine what modern Sales Operations and Compensation can become.

We're looking for someone who wants to help build the next generation of Sales Operations, Compensation, and  Performance metrics. Accurate commission statements, clean compensation rollouts, and operational excellence are expected. Those are the foundation of the role.

We believe Sales Operations should move beyond reporting the news to helping shape it. By combining compensation, AI, territory management, analytics, and planning, our goal is to create an organization that helps sellers understand how they're performing, where they should focus, and what actions will improve results.

Think Moneyball for Sales Operations/Enablement/Commissions.

If you're excited about transforming Sales Commissions through AI, automation, and data, we'd love to talk.

The reasonably estimated salary for this role at Everbridge ranges from $118,700 - $158,200 and may also include variable compensation. Actual compensation is based on factors such as the candidate's skills, qualifications, and experience. In addition, Everbridge offers a wide range of best in class, comprehensive and inclusive employee benefits for this role including healthcare, dental, parental planning, and mental health benefits, disability income benefits, life and AD&D insurance, a 401(k) plan and match, paid time off, and fitness reimbursements.

Fair Chance Statement US & Canada

We are committed to providing equal employment opportunities in compliance with all applicable Federal, Provincial/State and Local laws, including the California Fair Chance Act and any local County Fair Chance Ordinance (or local equivalent). Pursuant to these and other relevant regulations, we consider qualified applicants with criminal histories in a manner consistent with the law.

For roles subject to background checks, the following material job duties may be affected by an applicant’s criminal history:

- Access to sensitive or confidential information, such as financial records, proprietary data, or client information.

- Management of cash, company funds, or other valuable assets.

- Work in environments requiring heightened security measures.

- Compliance with contractual or regulatory requirements specific to the position.

We evaluate each applicant's criminal history individually, considering its nature, timing, and relevance to the specific job duties, while maintaining our commitment to fair hiring practices and promoting workplace equity.

About Everbridge

Everbridge empowers enterprises and government organizations to anticipate, mitigate, respond to, and recover from critical events. In an unpredictable world, resilient organizations protect their people and operations, adapt under pressure, and return to productivity faster. Our Critical Event Management (CEM) technology combines intelligent automation with comprehensive risk intelligence to help organizations strengthen resilience, keep people safe, and maintain operations.

Learn more at everbridge.com, explore the Everbridge blog, and connect with us on social media.

Equal Employment Opportunity

Everbridge is an Equal Opportunity Employer. We consider all qualified applicants for employment without regard to race, color, creed, religion, national origin, ancestry, age, sex, pregnancy, sexual orientation, gender identity or expression, disability, protected veteran status, genetic information, marital status, or any other characteristic protected by applicable federal, state, or local law.

Employment Practices

Everbridge does not require or administer lie detector (polygraph) tests as a condition of employment or continued employment. In Massachusetts, it is unlawful to require or administer a lie detector test as a condition of employment or continued employment. Employers who violate this law may be subject to criminal penalties and civil liability.