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sales-compensation

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Sales Compensation

销售薪酬

Scope

适用范围

Covers
  • Designing compensation plans for revenue roles (typically SDR/BDR, AE, AM/CSM with expansion)
  • Setting OTE, base/variable mix, quota, and ramp
  • Defining commission mechanics (crediting rules, accelerators, clawbacks, payout timing)
  • Aligning incentives with long-term customer value (retention / NRR), not just bookings
  • Producing rep-facing plan docs + admin rules so payouts are actually operable
When to use
  • “Design a comp plan for our first AEs/SDRs.”
  • “What should our OTE and base/variable split be?”
  • “Set quotas and a ramp plan for new reps.”
  • “Create accelerators + rules so reps don’t game discounting.”
  • “Our reps close bad-fit deals that churn—align comp with retention/NRR.”
When NOT to use
  • You need legal/tax/HR advice, employment compliance guidance, or jurisdiction-specific plan language (use qualified professionals)
  • You’re designing executive compensation or equity plans (different problem)
  • You don’t yet have basic GTM foundations (ICP, pricing, what counts as a closed-won) — do that first, then return
  • You want an overly complex “formula soup” plan that can’t be explained in one page or administered reliably
涵盖
  • 为营收相关岗位设计薪酬计划（通常为SDR/BDR、AE、负责拓展业务的AM/CSM）
  • 设置OTE、固定/浮动薪酬比例、配额和爬坡机制
  • 定义佣金规则（业绩归属规则、加速提成、回扣、支付时间）
  • 使激励措施与长期客户价值（留存率/NRR）挂钩，而非仅关注签约量
  • 生成面向销售代表的计划文档及管理规则，确保薪酬发放可实际执行
适用场景
  • “为我们首批AE/SDR设计薪酬计划。”
  • “我们的OTE和固定/浮动薪酬比例应该设为多少？”
  • “为新销售代表设置配额和爬坡计划。”
  • “制定加速提成规则，避免销售代表滥用折扣。”
  • “我们的销售代表签约的客户适配度低，导致流失率高——需要让薪酬与留存率/NRR挂钩。”
不适用场景
  • 你需要法律/税务/人力资源建议、雇佣合规指导或特定地区的计划条款（请咨询专业人士）
  • 你正在设计高管薪酬或股权激励计划（属于不同范畴的问题）
  • 你尚未建立基础的GTM框架（如理想客户画像ICP、定价、签约判定标准）——请先完成这些工作，再使用本工具
  • 你想要一个过于复杂、无法用一页纸解释或难以可靠执行的“公式堆砌”式计划

Inputs

输入信息

Minimum required
  • Company stage + GTM motion (inbound/outbound/PLG/enterprise) and primary sales roles
  • What you sell + pricing model + typical ACV/ARR and sales cycle length
  • Your economic constraints: gross margin, CAC payback target (or runway), budget for sales comp
  • Target outcomes for the period (bookings/revenue/NRR) and the time horizon you care about (e.g., 90-day retention, annual renewals)
  • Current baseline (if any): pipeline conversion, win rate, ramp time, churn/NRR
  • Constraints: simplicity tolerance, payout timing preference, risk tolerance (for the company and for reps)
Missing-info strategy
  • Ask up to 5 questions from references/INTAKE.md, then proceed.
  • If key data is missing, make explicit assumptions and include:
    • Assumptions & unknowns
    • Sensitivity ranges (e.g., quota/rates under low/base/high scenarios)
    • Validation plan (what to measure in the next 30–90 days)
最低要求输入信息
  • 公司阶段+GTM模式（inbound/outbound/PLG/enterprise）及核心销售岗位
  • 销售产品+定价模式+典型ACV/ARR及销售周期长度
  • 经济约束条件：毛利率、CAC回收期目标（或现金流储备）、销售薪酬预算
  • 周期内的目标成果（签约量/营收/NRR）及关注的时间范围（如90天留存率、年度续约率）
  • 当前基准数据（如有）：销售漏斗转化率、赢单率、爬坡时间、流失率/NRR
  • 约束条件：对计划简洁性的要求、薪酬支付时间偏好、公司及销售代表的风险承受能力
缺失信息处理策略
  • 可从references/INTAKE.md中最多提出5个问题，然后推进工作。
  • 若关键数据缺失，需明确做出假设，并包含以下内容：
    • 假设与未知项
    • 敏感度范围（如低/中/高场景下的配额/提成率）
    • 验证计划（未来30–90天需要衡量的指标）

Outputs (deliverables)

输出成果（交付物）

Produce a Sales Comp Plan Pack in Markdown (in-chat; or as files if requested), in this order:
  1. Context snapshot (roles, stage, goals, constraints, time horizon)
  2. Comp philosophy (what behaviors you want; what you want to prevent)
  3. Role → metric mapping (what gets paid on, and why it’s controllable)
  4. OTE + pay mix table (base/variable split by role + rationale)
  5. Quota + ramp model (quota by period + ramp schedule + any draw/guarantee)
  6. Commission mechanics spec (crediting, rates, accelerators, splits, discount policy, payout timing, clawbacks)
  7. Retention-alignment addendum (choose one approach; define measurement + timing)
  8. Admin & governance (required CRM fields, payout process, disputes, exceptions, change control)
  9. Rep-facing one-pager + FAQ (copy/paste)
  10. Risks / Open questions / Next steps (always included)
Templates: references/TEMPLATES.md
生成Markdown格式的销售薪酬计划包（可在对话中直接呈现；若有需求也可作为文件输出），内容顺序如下：
  1. 背景快照（岗位、公司阶段、目标、约束条件、时间范围）
  2. 薪酬设计理念（期望引导的行为；需要避免的行为）
  3. 岗位→指标映射（薪酬核算依据及原因，需确保指标为销售代表可掌控）
  4. OTE + 薪酬结构表（按岗位划分的固定/浮动比例及设计理由）
  5. 配额 + 爬坡模型（各周期配额+爬坡时间表+预支薪酬/保障薪酬（若有））
  6. 佣金规则细则（业绩归属、提成率、加速提成、业绩拆分、折扣政策、支付时间、回扣）
  7. 留存挂钩补充条款（选择一种方案；定义衡量标准及时间节点）
  8. 管理与治理规则（所需CRM字段、薪酬发放流程、争议处理、例外情况、变更控制）
  9. 面向销售代表的一页纸指南+FAQ（可直接复制使用）
  10. 风险/待解决问题/下一步行动（必含内容）
模板参考：references/TEMPLATES.md

Workflow (7 steps)

工作流程（7个步骤）

1) Intake + plan boundaries (what problem are we solving?)

1) 信息收集 + 计划边界定义（我们要解决什么问题？）

  • Inputs: User context; references/INTAKE.md.
  • Actions: Confirm roles in scope, selling motion, time horizon (bookings vs retention), budget constraints, and “must-not” behaviors (discounting, churny deals, channel conflict). Identify what data you do/don’t have.
  • Outputs: Context snapshot + assumptions/unknowns + decision on time horizon.
  • Checks: Success is measurable (who/what/by when) and the plan scope is explicit.
  • 输入信息：用户提供的背景；references/INTAKE.md。
  • 行动：确认涵盖的岗位、销售模式、关注的时间维度（签约量vs留存率）、预算约束以及“绝对不能出现”的行为（滥用折扣、客户流失率高的签约、渠道冲突）。明确已有的和缺失的数据。
  • 输出成果：背景快照+假设与未知项+时间维度决策。
  • 检查标准：目标可衡量（对象/内容/时间），计划范围明确。

2) Define role responsibilities + “what gets paid on”

2) 定义岗位职责 + “薪酬核算依据”

  • Inputs: Role definitions; pipeline stages; revenue recognition basics; retention model.
  • Actions: Choose 1 primary performance metric per role (e.g., ARR bookings, qualified meetings, expansion ARR, gross profit). Define “crediting” rules (when a deal counts, splits, renewals).
  • Outputs: Role → metric mapping + crediting rules draft.
  • Checks: The metric is (a) measurable, (b) attributable, and (c) reasonably controllable by the rep.
  • 输入信息：岗位定义；销售漏斗阶段；营收确认基础；留存模型。
  • 行动：为每个岗位选择1个核心绩效指标（如ARR签约量、合格会议数、拓展ARR、毛利）。定义“业绩归属”规则（何时判定业绩有效、业绩拆分、续约规则）。
  • 输出成果：岗位→指标映射表+业绩归属规则草案。
  • 检查标准：指标需满足（a）可衡量，（b）可归因，（c）销售代表可合理掌控。

3) Set OTE + base/variable mix (pay risk where it belongs)

3) 设置OTE + 薪酬结构（将风险分配到合理环节）

  • Inputs: Talent market bands (if known), role seniority, sales cycle, role risk, stage.
  • Actions: Set OTE targets and the base/variable mix per role. Choose a default mix (often ~50/50 for many AE roles) and adjust based on cycle length, product maturity, and expected rep autonomy.
  • Outputs: OTE + pay mix table with rationale and guardrails.
  • Checks: OTE is economically viable for the business and believable to candidates; pay mix matches controllability and sales cycle length.
  • 输入信息：人才市场薪酬区间（若已知）、岗位层级、销售周期、岗位风险、公司阶段。
  • 行动：为每个岗位设置OTE目标及固定/浮动薪酬比例。默认比例通常为AE岗位的50/50，可根据销售周期长度、产品成熟度及预期销售代表自主性进行调整。
  • 输出成果：OTE + 薪酬结构表（含设计理由及限制条件）。
  • 检查标准：OTE需对企业具备经济可行性，同时对候选人有吸引力；薪酬结构需与指标可控性及销售周期长度匹配。

4) Build quota + ramp model (make “on target” realistic)

4) 构建配额 + 爬坡模型（让“达标”成为现实）

  • Inputs: Targets; baseline conversion (or assumptions); expected ramp time; territory/segment definitions.
  • Actions: Create a quota model (top-down + bottom-up cross-check). Define ramp schedule, draw/guarantee (if used), and what happens if the plan changes mid-year.
  • Outputs: Quota + ramp tables (low/base/high scenarios).
  • Checks: A rep at OTE can realistically hit quota with the assumed pipeline and conversion.
  • 输入信息：目标值；基准转化率（或假设值）；预期爬坡时间；区域/细分市场定义。
  • 行动：创建配额模型（自上而下+自下而上交叉验证）。定义爬坡时间表、预支薪酬/保障薪酬（若使用），以及计划中途变更时的处理规则。
  • 输出成果：配额 + 爬坡表（低/中/高场景）。
  • 检查标准：达到OTE水平的销售代表，在假设的销售漏斗及转化率下可切实完成配额。

5) Define commission mechanics (simple, compute-able, enforceable)

5) 定义佣金规则（简洁、可计算、可执行）

  • Inputs: OTE/Quota; metric definitions; discount/margin constraints.
  • Actions: Set rates, accelerators/decelerators, and payout timing. Add guardrails: discount approval thresholds, deal qualification minimums, splits/overlays, clawbacks/chargebacks, and edge-case rules.
  • Outputs: Commission mechanics spec + 2–3 worked payout examples.
  • Checks: A Sales Ops/admin can calculate payouts from CRM data without manual interpretation.
  • 输入信息：OTE/配额；指标定义；折扣/毛利约束。
  • 行动：设置提成率、加速/减速提成规则及支付时间。添加限制条件：折扣审批阈值、交易资格最低要求、业绩拆分/覆盖规则、回扣/扣款规则及边缘场景处理规则。
  • 输出成果：佣金规则细则+2–3个薪酬计算示例。
  • 检查标准：销售运营/管理人员可直接通过CRM数据计算薪酬，无需人工解读。

6) Add retention/quality alignment (avoid paying for churn)

6) 添加留存/质量挂钩机制（避免为客户流失买单）

  • Inputs: Retention/NRR goals; churn timing; implementation/onboarding reality; data availability.
  • Actions: Choose one retention-alignment approach (e.g., partial holdback until 90 days, commission adjustment on early churn, pay on collected revenue, or NRR multipliers). Define measurement windows and how disputes are handled.
  • Outputs: Retention-alignment addendum (chosen approach + rationale + admin rules).
  • Checks: The approach is understandable to reps and proportional to their influence on retention.
  • 输入信息：留存率/NRR目标；流失时间节点；实施/上线实际情况；数据可用性。
  • 行动：选择一种留存挂钩方案（如部分提成延迟至90天后发放、早期流失时调整佣金、按实收营收支付提成、NRR乘数）。定义衡量周期及争议处理方式。
  • 输出成果：留存挂钩补充条款（所选方案+设计理由+管理规则）。
  • 检查标准：方案需让销售代表易于理解，且与他们对留存率的影响程度成正比。

7) Quality gate + finalize (rep-ready + admin-ready)

7) 质量审核 + 最终定稿（面向销售代表+面向管理人员）

  • Inputs: Draft pack.
  • Actions: Run references/CHECKLISTS.md and score using references/RUBRIC.md. Produce the rep-facing one-pager + FAQ. Always include Risks / Open questions / Next steps and a 30–90 day validation plan.
  • Outputs: Final Sales Comp Plan Pack.
  • Checks: The plan can be explained in one page, computed from CRM fields, and aligns incentives with business + customer outcomes.
  • 输入信息：计划包草案。
  • 行动：使用references/CHECKLISTS.md进行检查，并通过references/RUBRIC.md进行评分。生成面向销售代表的一页纸指南+FAQ。必须包含风险/待解决问题/下一步行动及30–90天验证计划。
  • 输出成果：最终版销售薪酬计划包。
  • 检查标准：计划可通过一页纸解释清楚，可通过CRM字段计算，且激励措施与企业+客户目标保持一致。

Quality gate (required)

质量审核（必填）

  • Use references/CHECKLISTS.md and references/RUBRIC.md.
  • Always include: Risks, Open questions, Next steps.
  • 使用references/CHECKLISTS.md和references/RUBRIC.md。
  • 必须包含：风险、待解决问题、下一步行动。

Examples

示例

Example 1 (first AE comp plan, seed-stage SaaS):
“Use 
sales-compensation
. We’re seed-stage B2B SaaS, $12k ACV, 45-day cycle. Hiring first 2 AEs. Goal: $600k ARR this year. Output: a Sales Comp Plan Pack with OTE/pay mix, quotas+ramp, commission mechanics, and a rep-facing FAQ.”
Example 2 (retention-aligned comp, churn problem):
“Use 
sales-compensation
. Reps optimize for bookings and we churn in the first 90 days. We want comp to reflect retention/NRR without being overly complex. Output: a Sales Comp Plan Pack with a retention-alignment addendum and clear admin rules.”
Boundary example:
“Write a legally binding compensation agreement for California employees and tell me what’s compliant.”
Response: explain this skill produces a comp-plan spec and rep-facing materials, but legal/compliance review must be done by qualified counsel.
示例1（种子轮SaaS公司首批AE薪酬计划）：
“使用
sales-compensation
。我们是种子轮B2B SaaS公司，ACV为1.2万美元，销售周期45天。计划招聘首批2名AE。目标：今年达成60万美元ARR。输出：包含OTE/薪酬结构、配额+爬坡机制、佣金规则及面向销售代表的FAQ的销售薪酬计划包。”
示例2（留存挂钩薪酬，解决客户流失问题）：
“使用
sales-compensation
。我们的销售代表仅关注签约量，导致客户在首90天内流失。我们希望薪酬能与留存率/NRR挂钩，且方案不能过于复杂。输出：包含留存挂钩补充条款及明确管理规则的销售薪酬计划包。”
边界示例：
“为加州员工撰写具有法律约束力的薪酬协议，并告知我合规要求。”
回复：说明本工具仅生成薪酬计划细则及面向销售代表的材料，法律/合规审核需由专业律师完成。