Sales Planning & Compensation
Pay for the behavior you want, at a cost finance can live with.
Design the incentive plan, model what it actually costs across best, expected, and downside attainment, and document it so reps can read and self-verify their pay.
Does our comp plan pay for the right behavior, and can reps actually understand it?
A comp plan that nobody can read, or that pays the same for the wrong outcomes, quietly steers the whole sales team in the wrong direction and becomes the loudest argument of the year. This project designs comp as a deliberate incentive, costs it honestly across the attainment distribution, and writes it down so every rep can verify their own pay.
What's included
Incentive comp plan
A plan by role: components, pay mix and OTE, measures, accelerators, and SPIFFs, designed to reward the behavior the business actually wants.
Payout and cost model
A cost-of-sale model across best, expected, and downside attainment scenarios, so finance sees what the plan costs at every level before it ships.
Plan documentation
A formal, signable plan document with worked examples and plain-language mechanics, so the plan is unambiguous.
Per-rep calculator
A calculator each rep can use to check expected pay against attainment, removing the guesswork that erodes trust in comp.
How it works
- 1
Design the plan
We structure components, pay mix, accelerators, and SPIFFs by role against your quota model, so incentives line up with the plan.
- 2
Cost it
We model payout and cost of sale across the attainment curve, showing where accelerators break P&L linearity.
- 3
Document and equip
We write the signable plan and ship the per-rep calculator, so the plan is readable and self-verifiable from day one.
What you walk away with
- An incentive plan designed for the right behavior, by role
- A payout and cost-of-sale model across attainment scenarios
- A formal, signable plan document with worked examples
- A per-rep calculator reps use to check pay against attainment
Frequently asked
- Do we need our quota model finished first?
- Yes. Comp is designed and costed against quotas and territories, so a quota model and territory plan, from Sales Planning, are the prerequisite this project builds on.
- Does life sciences change anything about comp design?
- It can. Incentives that touch HCP-facing transfers of value carry Open Payments transparency exposure that pure-SaaS plans do not, and we design with that in view.
Make comp motivate the number
Book a consultation to design a comp plan that drives the right behavior at a cost you can defend.
Where this leads next
Sales Planning
Set the targets, quotas, and territories this comp plan is designed and costed against.
Explore the projectDemand & Acquisition
With the org planned and paid, build the engine that fills the plan.
Explore the package