Sales Compensation Design That Drives the Right Behaviors
We design incentive plans that align sales behavior with business goals — balancing motivation, fairness, and predictable revenue growth.
Why Compensation Design Matters
Your sales compensation plan is the single most powerful lever for shaping how your team sells. It determines which deals reps prioritize, whether they discount aggressively or hold price, how much effort goes into new business versus renewals, and whether your top performers stay or leave.
At Ascentreon, we design compensation structures grounded in your go-to-market strategy, financial model, and growth priorities — not generic templates pulled from a blog post.
Who This Is For
- A new fiscal year that requires updated comp plans aligned to new revenue targets
- A shift in GTM strategy (e.g., moving upmarket, adding a PLG motion, expanding into new segments)
- High rep turnover driven by comp plan dissatisfaction
- Reps gaming the system — sandbagging, cherry-picking, or ignoring strategic priorities
- A transition from founder-led sales to a structured sales team with role-based plans
- Inconsistent comp structures across reps, roles, or regions
Our Compensation Design Services
Comp Plan Audit
We analyze your current compensation plans against industry benchmarks, your revenue model, and your GTM strategy. We identify misalignments and unintended incentives.
New Plan Design
We design complete compensation plans from scratch — including base/variable splits, OTE targets, quota methodology, commission rates, accelerators/decelerators, SPIFs, and clawback provisions.
Role-Based Plan Architecture
We design distinct plans for SDRs/BDRs, AEs (SMB, mid-market, enterprise), account managers, customer success managers, and sales leaders — all aligned under a unified compensation philosophy.
Quota Setting Methodology
We build quota-setting frameworks based on territory potential, historical performance, pipeline coverage, and market data.
Financial Modeling & Scenario Analysis
Before any plan goes live, we model it against best-case, expected, and worst-case revenue scenarios to ensure financial sustainability.
What You Get
- Complete compensation plan documentation for each sales role
- Commission rate structures with accelerators and decelerators
- Quota-setting methodology and territory allocation framework
- Financial model with scenario analysis (attainment at 80%, 100%, 120%)
- SPIFs and bonus structures for strategic priorities
- Plan communication templates for roll-out to the team
- Optional: ongoing support for quarterly adjustments
Ready to design a comp plan that works? Book a free consultation.