Answer a few questions. Get a comp plan calibrated to your exact situation.
This determines OTE range, base/variable split, and quota structure.
Determines OTE benchmarks, quota expectations, and plan complexity.
Determines quota targets, commission rates, and sales cycle expectations.
Affects team cost modeling and operational recommendations.
These inputs move the plan — OTE, base/variable split, quota, accelerators, and recommendations all adjust based on what you choose. Skip any you're not sure about.
Affects quota payout timing and draw recommendations.
Outbound-heavy models get a higher base to reflect effort.
Adjusts OTE range, split, ramp, and accelerator aggressiveness.
SF/NYC adds a 25% OTE premium. Major metro adds 10%.
First sales hire gets a more base-heavy, ramp-friendly structure. Growing the team signals consistency.
Personalizes the offer letter, candidate one-pager, and PDF export.
Tunes recommendations to industry-specific benchmarks and norms.
Aggressive pays more variable for high performers; Balanced is market-rate; Stable prioritizes base security.
Show candidates total comp including equity upside. Competes with big company offers on day one.
Share of the company (e.g. 0.25 for a quarter-percent)
New hires need pipeline time. A ramp plan guarantees earnings while they build — it's the difference between a rep who succeeds and one who quits at day 60.
Guarantees a floor on earnings while your hire builds pipeline. Visible on the candidate earnings link.
Pre-built structures. Customize percentages in the table below.
Edit percentages directly. Quota Target = % of full quota expected. Guaranteed OTE = guaranteed monthly earnings floor, even if they close nothing.
Save your plan and get a shareable link. We don't spam.