Great overview. Any recommendations on Pay Curve mechanics?
I prefer a “soft” attainment threshold, so reps still get compensated early in the year and from dollar $1. Then an accelerator at 100% quota attainment, and finally a decelerator at whatever you determine is the point of “excellence” (usually around 150% quota attainment)
Why are you dividing fully burdened cost of customer success and the AM by the gross churn rate?
Great overview. Any recommendations on Pay Curve mechanics?
I prefer a “soft” attainment threshold, so reps still get compensated early in the year and from dollar $1. Then an accelerator at 100% quota attainment, and finally a decelerator at whatever you determine is the point of “excellence” (usually around 150% quota attainment)
Great article. Curious if you’ve seen anything similar that is specific to the Partnerships role?
Variable comp structures for other roles would make another good newsletter post.
I haven’t seen anything great on partnerships