Catalyst Speaking Session Graham
The deck, presented by Graham Collins (Head of Partnerships, QuotaPath) and Peter Fogelsanger (Fractional Partner Executive), outlines a comprehensive framework for designing, implementing, and evaluating partner team compensation plans. It begins by showing how variable compensation is distributed across sales roles and establishes three core attributes of a good plan – simplicity, logical data‑driven rationale, and fairness. The presentation then structures compensation planning around three fundamental questions: How much (On‑Target Earnings and pay‑mix benchmarks for partner managers, heads of partnerships, and VP‑level roles), For what (defining quotas, quota frequency, and aligning them with partner program maturity), and How (commission and bonus structures, including single‑rate, multi‑rate, accelerators, decelerators, and term multipliers). It details partner compensation models that evolve with program maturity (new partners, MBOs, pipeline revenue, closed‑won revenue) and stresses the importance of partner‑influenced metrics. A parallel section provides detailed Account Executive compensation tables (OTE, base‑salary percentages, regional pay tables) and pay‑mix norms. The deck surveys common quota‑setting methods (guessing, quota‑to‑OTE ratios, historical performance, financial modeling), supplies industry benchmarks for quota‑to‑OTE multipliers by company revenue and sector, and offers guidance on selecting quota frequency based on average sales price and sales cycle length. Survey insights from 450+ finance, RevOps, and sales leaders reveal why quotas are missed and the biggest challenges in compensation design (rep buy‑in, simplicity, experience, alignment). The presentation concludes with an overview of QuotaPath’s product features (quota mapping, roll‑up quotas, dynamic teams, approvals, Salesforce integration) and a framework for evaluating plan success (goal achievement, cost management, employee satisfaction) while emphasizing cross‑functional collaboration and the selection of 2‑3 guiding metrics.
Topics
Variable Compensation Distribution Across Sales Roles
Illustrates the percentage of variable compensation allocated to each sales role (Account Exec, Sales Manager, BDR, etc.) for illustrative purposes.
Three Pillars of an Effective Compensation Plan – Simple, Logical, Fair
Defines the essential attributes of a good plan, with examples of simplicity (2‑3 metrics), logical data‑driven rationale, and fairness to both assignee and business.
Core Compensation Design Questions – How Much, For What, How
Frames compensation planning around three questions: OTE/pay‑mix (How much), quota definition (For what), and commission/bonus mechanics (How).
On‑Target Earnings (OTE) Benchmarks and Pay‑Mix for Partner Roles
Provides OTE ranges and base‑salary percentages for Partner Manager, Head of Partnerships, and VP of Partnerships, segmented by experience level.
Quota Definition, Frequency, and Alignment with Partner Program Maturity
Explains quota amount, frequency options (monthly, quarterly, annual), and maps program maturity stages (new partners, MBOs, pipeline, closed‑won) to expected direct value.
Commission and Bonus Structures – Single‑Rate, Multi‑Rate, Accelerators, Decelerators, Term Multipliers
Describes various commission plan types, illustrated with line charts, and provides example rules for quarterly quota commissions.
Partner Compensation Models Evolving with Program Maturity
Outlines four maturity‑based models (New Partners Sourced, MBOs, Pipeline Revenue, Closed‑Won Revenue) and their typical compensation focus.
Partner‑Influenced Metrics – Weighting and Incentivization
Advocates treating partner‑influenced revenue as a primary growth metric, with guidance on attribution and incentive design.