Comp Plan Packages

Compensation Realignment

Starting at 13,900

Strategic redesign of revenue incentives for growth-stage companies that need alignment without full structural overhaul.

Designed for companies with:

  • 1 to 2 revenue teams

  • 1 to 2 regions

  • 1 to 2 GTM motions

  • Minimum 5 million ARR

  • Clear growth goals, but misaligned incentives

This is not a cosmetic tweak. It is a clean, financially disciplined redesign grounded in strategy and unit economics.

When Compensation Is Holding You Back

You may need Compensation Realignment if:

  • Incentives are driving the wrong behaviors

  • Reps are optimizing for payout, not company strategy

  • Forecast accuracy is weak

  • Sales efficiency is slipping

  • Finance is uncomfortable with payout volatility

  • Pipeline coverage looks healthy, but revenue does not materialize

If nothing changes, the next 12 months likely look the same.

This engagement fixes the structure before the problem compounds.

What This Engagement Includes

This is a joint engagement between RevOps and Finance. Both perspectives are embedded in the design.

We assess:

  • Revenue goals and executive priorities

  • GTM motion and coverage model

  • Role accountability across New ARR, Expansion, and Renewals

  • Quota attainment patterns and payout distribution

  • Pipeline coverage and sales cycle dynamics

  • Financial constraints and board expectations

Deliverables

You receive:

  • A comprehensive financial modeling spreadsheet

  • Compensation philosophy document aligned to company strategy

  • Role-by-role compensation plan documentation

  • OTE and quota modeling scenarios

  • Sensitivity analysis across attainment ranges

  • Drafted final compensation plans ready for legal review

Optional admin or implementation support can be added if CRM or payroll configuration is required.

Outcomes

  • Incentives aligned to strategic revenue goals

  • Improved predictability and financial control

  • Clear linkage between behavior and payout

  • Reduced friction between Sales, RevOps, and Finance

  • Confidence in cost of sales and compensation exposure

Strategic Compensation Architecture

Starting at 19,900

Executive-level compensation architecture for complex revenue organizations.

Designed for companies with:

  • 3 or more revenue teams

  • 3 or more regions

  • Multiple GTM motions

  • New market expansion

  • Mid-year corrections

  • Board-level efficiency pressure

This engagement addresses structural complexity, not incremental improvement.

When the Stakes Are Higher

You may need Strategic Compensation Architecture if:

  • Compensation must support new market expansion

  • Multiple roles share deal ownership

  • Incentives conflict across teams

  • Burn multiple and sales efficiency are under scrutiny

  • Mid-year corrections are required

  • The board expects measurable improvement in revenue discipline

This is not a revision. It is structural architecture.

What This Engagement Includes

This is a fully integrated RevOps and Finance collaboration. The CFO partner is directly engaged in the majority of strategy discussions.

We evaluate:

  • Revenue targets across regions and motions

  • Cross-functional role design and deal ownership

  • Financial exposure and payout modeling

  • Expansion, renewals, and retention incentives

  • Administrative feasibility and reporting requirements

  • Change management and adoption risk

Deliverables

You receive everything included in Compensation Realignment, plus:

  • Advanced multi-scenario financial modeling

  • Legal-ready final compensation plans

  • Rollout strategy and executive presentation deck

  • Rep-facing communication materials

  • Structured change management plan

  • Leadership presentation to Sales and revenue teams

Optional admin or systems implementation support can be included if configuration in CRM or payroll systems is required.

Outcomes

  • Incentives aligned across teams, regions, and motions

  • Improved sales efficiency and cost discipline

  • Clear alignment between strategy, finance, and behavior

  • Reduced internal conflict over compensation logic

  • Strong executive and board confidence in incentive structure

Frequently Asked Questions

  • A sales compensation consultant evaluates your current incentive structure, financial exposure, and revenue goals, then designs compensation plans that align behavior with strategy. This includes quota design, OTE modeling, payout structures, accelerators, and financial sensitivity analysis.

  • A compensation plan redesign typically includes:

    • Compensation philosophy aligned to strategy

    • Role-by-role plan documentation

    • OTE and quota modeling

    • Financial sensitivity analysis

    • Drafted final compensation plans

    • Clear linkage between incentives and performance metrics

    Strategic Compensation Architecture engagements also include rollout planning and rep-facing communication materials.

  • Most engagements run between six and eight weeks, depending on complexity, number of roles, and internal alignment requirements.

  • A well-designed compensation structure can address:

    • Misaligned incentives

    • Reps optimizing for payout instead of company goals

    • Overpayment relative to performance

    • Weak sales efficiency

    • Forecast unpredictability

    • Internal friction between Sales, RevOps, and Finance

  • Compensation Realignment is designed for companies with one to two revenue teams and limited regional or GTM complexity. It provides a clean redesign aligned to strategy and financial discipline.

    Strategic Compensation Architecture is designed for companies with multiple teams, regions, or motions. It includes advanced modeling, mid-year corrections, rollout planning, and executive-level change management.

  • This is a joint RevOps and Finance engagement. Compensation design impacts both behavior and financial exposure. The CFO partner is directly involved in strategy discussions to ensure the final structure is financially sound and operationally feasible.

  • Mid-year corrections are included in the Strategic Compensation Architecture package. These situations require careful financial modeling and communication planning to minimize disruption and rep attrition risk.

  • These engagements are best suited for B2B or SaaS companies between 5 million and 50 million ARR. Very early-stage startups typically benefit more from foundational revenue design before engaging at this level.