Enter your current sales comp plan. Get a behavioral diagnosis on what it actually rewards, benchmarks tailored to your motion, and any adjustments worth considering before your next comp cycle.
Base:variable ratio, quota:OTE multiple, OTE vs. market. Every benchmark has a source citation (hover the info icon).
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Get behavior diagnosis
What behaviors your plan actually rewards or discourages, plus any adjustments worth considering, ranked by leverage.
Your comp plan
Enter the current plan
Company context
Comp benchmarks vary materially by stage. Early-stage pays less across the board; enterprise pays 30-50% more with more sophisticated plan design. This calibrates every downstream benchmark.
Role + Segment + Motion
Different roles have different healthy comp structures.
Sets the benchmark range for OTE and quota.
Motion affects healthy base:variable split — outbound = more variable, inbound = more base.
Massive behavioral driver. Full-cycle AEs need credit for expansion. Account managers should NOT chase new logos.
Compensation Levels
$
Fixed annual base, excluding variable.
$
Total on-target earnings (base + full variable at 100% quota).
$
Individual annual number rep is measured against.
Expected % of monthly quota by end of Month 3.
Accelerator Structure
Over-quota accelerator design
Multiplier from 100%+:x
Flat multiplier applied to all commission earned above 100% attainment.
Tier 1
–% at x
Tier 2
–% at x
Tier 3
–% at x
Tier 4
%+ at x
Defaults are the Alexander Group / Xactly standard for mid-market SaaS. Edit tier boundaries and multipliers to match your actual plan. Best-practice designs escalate steeply (Tier 4 at 2x+) to retain top performers who otherwise leave for competitors with stronger accelerators.
Other Mechanics
Rare in early-stage SaaS. More common in enterprise / strategic account roles.
Attainment threshold before variable comp kicks in.
True-up = quarterly payments against an annual plan; attainment recalculated cumulatively at year-end so a slow quarter can be recovered.
Whether reps have to repay draws or lose commission on churn.
Benchmarks
Hover info icons for sources
Base : Variable Ratio
iSource: Alexander Group Sales Compensation Study + Pavilion CRO Council salary survey. AE splits vary by motion — outbound-heavy 45/55 or 40/60 (more variable), inbound-heavy 55/45 or 60/40 (more base). BDRs: 65-75% base. Managers: 60-70% base.
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Split between fixed base and variable commission.
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Quota : OTE Multiple
iSource: OpenView 2023 SaaS Benchmarks Report + operator experience across 6 startups / 3 exits. Healthy B2B SaaS quota:OTE = 4-5x. Under 4x = overpaying per revenue dollar. Above 6x = attrition risk. Above 7x = self-inflicted attrition (top reps hit and leave).
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Ratio of quota to OTE. Healthy = 4-5x. Under 4x = expensive, over 6x = attrition risk.
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OTE vs. Benchmark
iSource: Composite of Pavilion salary surveys, Alexander Group study, SaaStr operator posts (Jason Lemkin), and operator experience across 6 startups. Benchmarks are stratified by company stage (Early / Growth / Enterprise) — public and late-stage private pay meaningfully more than early-stage startups. Ranges are 25th-75th percentile band. Coastal / SF Bay premium not applied — add ~15-20% for those markets.
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Compared to B2B SaaS median for role + segment + stage.
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Behavioral diagnosis
What this plan actually rewards
What your comp plan is telling reps
Analysis
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Adjustments to consider
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Benchmark sources
Alexander Group Sales Compensation Study — annual benchmarking of B2B sales roles across industries. Cited for base:variable ratios by role type and accelerator best-practice tier structures.
Pavilion CRO Council salary surveys — practitioner-community data on OTE ranges by segment and stage. Cited for OTE benchmarks.
OpenView 2023 SaaS Benchmarks Report — cited for quota:OTE ratios and rep productivity by ARR stage.
Xactly Insights — comp-plan performance data from thousands of B2B SaaS teams. Cited for accelerator design patterns and attainment distributions.
SaaStr operator commentary (Jason Lemkin) — cited for early-stage comp philosophy and cliff / accelerator norms.
Operator experience — Drew Calin's 15+ years, 6 startups, 3 exits across B2B SaaS. Flagged inline where a claim rests on operator experience rather than published data.
All benchmarks are stratified by company stage (Early-stage <$10M ARR, Growth-stage $10-100M ARR, Enterprise / Public $100M+ ARR). Enterprise and public companies pay 30-50% more across the board with more sophisticated plan design — using startup benchmarks against a Salesforce plan (or vice versa) produces bad conclusions.
Compensation dictates behavior.
Reps optimize for the plan, not the mission. A Foundry Playbook designs one your team runs, aligned to your motion.