Comp, quotas and territory

Comp plans, quotas, OTE and accelerators, territory and segment design, in dollars and in rupees.

All Breaking into GTM Doing the work Leading a GTM team How the best do it

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What do OTE, pay mix, accelerator, draw and clawback actually mean? OTE is base plus variable if you hit exactly 100 percent of quota, nothing more. Pay mix is how that splits: closing roles are usually around 50:50... Breaking into GTM 4 resources → I am a founder writing my first sales comp plan. What is the simplest thing that works? One page, one number, one rate. Base plus variable at roughly 50:50 for a closer, a single quota on new ARR, a flat commission rate, and an acceler... Breaking into GTM 4 resources → What is a fair quota for my first rep when we have no history to go on? Start from cost, not from ambition. The common anchors are quota at four to six times OTE, or David Sacks's rule of 10 where quota is about ten tim... Breaking into GTM 4 resources → How should SDR, AE and customer success comp actually differ, and why? Pay variable in proportion to how much of the outcome the person controls. An AE controls the close, so around 50:50 with a real accelerator. An SD... Doing the work 4 resources → How do I build a comp plan that pays for the strategy we actually have this year? Write the strategy in one sentence first, then make the plan pay for that sentence and nothing else. If this is a new logo year, pay heavily on new... Leading a GTM team 5 resources → What does sales comp look like for an India based team selling into the US? The salary is Indian, the quota is not. A rep in Bengaluru selling US ACV costs a fraction of a US hire but is working against US deal sizes, so th... Leading a GTM team 5 resources →

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