Free Sales Compensation Plan Builder
Build a complete sales comp plan in minutes. Set your role, OTE, base/variable split, quota, and commission structure to get a full compensation breakdown with visual pay curves and deal-level economics.
Full OTE Breakdown
Base salary, variable comp, and deal-level commission calculations
Visual Pay Curves
See earnings at 50%, 75%, 100%, 125%, and 150% of quota
3 Commission Structures
Flat rate, tiered, and accelerator models with custom multipliers
How it works
Frequently Asked Questions
Everything you need to know about building sales compensation plans
What is a sales compensation plan?
A sales compensation plan is a structured framework that defines how salespeople are paid, including base salary, variable compensation (commissions and bonuses), on-target earnings (OTE), quota expectations, and the rules governing how commission is calculated. A well-designed comp plan aligns rep behaviour with company revenue goals and helps attract and retain top sales talent.
What is the ideal base/variable split for sales roles?
The ideal base/variable split depends on the role and sales cycle. Account Executives (AEs) typically have a 50/50 or 60/40 split, reflecting their direct impact on revenue. SDRs and BDRs usually have a 60/40 or 70/30 split since they influence pipeline rather than closed revenue. Customer Success Managers (CSMs) often have a 70/30 or 80/20 split as their variable compensation is tied to retention and expansion metrics. Use our sales commission calculator to model different scenarios.
How do you set a sales quota?
Sales quotas should be set at 3-5x the rep's OTE for Account Executives, meaning a rep with $150,000 OTE should have a $450,000-$750,000 annual quota. Quotas should be achievable -- industry benchmarks suggest 60-70% of reps should be able to hit 100% quota. Factors to consider include average deal size, sales cycle length, territory potential, and historical performance data.
What is the difference between flat, tiered, and accelerator commission structures?
Flat commission pays the same rate on every deal regardless of quota attainment. Tiered commission applies different rates at different revenue thresholds, increasing the rate as reps sell more. Accelerator structures pay a base commission rate up to 100% quota, then apply multipliers (typically 1.5x and 2x) on revenue above quota. Accelerators are the most popular structure at high-growth B2B SaaS companies because they heavily reward over-performance.
How do accelerator multipliers work in a comp plan?
Accelerator multipliers increase the commission rate once a rep exceeds their quota. For example, with a 1.5x multiplier between 100-150% quota and a 2x multiplier above 150%, a rep earning $10 per dollar sold at base would earn $15 per dollar between 100-150% and $20 per dollar above 150%. This creates an exponential pay curve that motivates top performers to keep selling aggressively after hitting target. Learn more about building high-performing sales teams.
How many deals does a rep need to close to hit OTE?
The number of deals needed to hit OTE depends on the annual quota and average deal size. Divide the annual quota by the average deal size to get the required number of deals. For example, a $600,000 quota with $30,000 average deal size requires 20 deals per year, or roughly 1.7 deals per month. This metric helps reps and managers plan activity levels and pipeline coverage ratios.
What OTE should I offer for different sales roles?
OTE varies significantly by role, company stage, and market. In B2B SaaS, SDRs/BDRs typically earn $60,000-$90,000 OTE, mid-market AEs earn $120,000-$180,000, enterprise AEs earn $200,000-$350,000, and CSMs earn $80,000-$130,000. Companies should benchmark against competitors and adjust for location, experience level, and the complexity of the sale. Our GTM recruitment team can advise on competitive packages.
How do you build a comp plan that retains top performers?
To retain top performers, use uncapped commissions with generous accelerators above quota (1.5x-2x multipliers), offer competitive base salaries at or above market rate, and ensure quotas are achievable but stretching. Avoid clawbacks beyond 90 days, pay commissions promptly (monthly, not quarterly), and consider SPIFs and President's Club for top 10% performers. The best comp plans make it significantly more lucrative to stay and overperform than to leave for a competitor.
Related Resources
Deepen your sales compensation and GTM knowledge
GTM Recruitment
Hire top sales talent with competitive compensation packages designed by GTM experts.
Learn More →Sales Commission Calculator
Calculate exact commission earnings for flat, tiered, and accelerator structures.
Use Calculator →Scaling SDR Teams with Leadership
How to build and compensate high-performing SDR teams that scale with your business.
Read Article →Sales Quota Calculator
Set realistic quotas based on OTE multipliers, deal size, and historical performance.
Use Calculator →SDR Capacity Planner
Plan team size, activity volumes, and pipeline targets for your SDR organisation.
Use Tool →Get Custom Comp Plan Advice
Book a consultation for personalised commission structure and compensation plan design.
Book Call →Need Help Designing Your Sales Compensation Plan?
Our GTM experts have designed compensation plans for hundreds of B2B SaaS companies. Get a free 30-minute consultation to review your comp plan and identify opportunities to drive better performance and retain top talent.
More Free GTM Tools
Optimise every aspect of your B2B sales and Go-To-Market strategy