Design comp and quota a rep trusts and a CFO signs.
The quota build (top-down vs bottom-up reconciled), the OTE mix, the accelerators, and the behaviors it drives and breaks.
Inside: The quota build, the OTE mix, the accelerators, and the behavior read.
Install it in one line, or paste it in.
~/.claude/skills/ and runs automatically when it is relevant.Connect your context. Set it to your motion.
it reads real win rates, deal sizes, and cycle lengths per segment instead of a single blended guess.
it checks your proposed OTE against what you already pay and where the plan drifts.
it splits productivity by segment and tenure so the quota is not one flat line.
This was built for a B2B SaaS org with a quota-carrying sales team. Set these to your stack:
Run any philosophy you like. The skill reconciles the number and shows the behavior it drives, so point it at your motion, not anyone else's.
| Set this | What it is | Default / Example |
|---|---|---|
| SEGMENTS | how you split the team | SMBMid-MarketEnterprise |
| TARGET | the number the plan has to fund | new ARR for the period |
| OTE | on-target earnings per role | role and segment specific |
| MIX | base-to-variable split | 50/50 field60/40 for shorter cycles |
| QUOTA_MULTIPLE | quota over OTE coverage ratio | 4x to 6x of variable |
| RAMP | months to full productivity | 3 to 9 by segment |
| ACCELERATOR | rate above 100 percent attainment | 1.5x to 2x on the marginal dollar |
| COVERAGE | total quota over target | 1.15 to 1.25 for overassignment |
Everything the skill does, in full.
Takes your revenue target and turns it into a comp and quota plan a rep can trust and a CFO can sign. It builds the number two ways, top-down from the goal and bottom-up from rep capacity, then reconciles the gap. It sets base-to-variable mix, designs the accelerator curve, and flags the behaviors the plan will actually drive, including the ones you did not intend.
- 1The quota build (top-down vs bottom-up, reconciled)
Build the number twice. Top-down: take TARGET, apply COVERAGE, divide across SEGMENTS and heads. Bottom-up: take ramped productivity per rep, multiply by heads, subtract ramp drag for new hires. Then show the gap between the two. If bottom-up capacity falls short of the top-down ask, the plan is already broken and the fix is heads, ramp, or target, not a bigger quota on the same people.
- 2The OTE mix
Set base-to-variable by how much of the outcome the rep controls. Shorter cycles and higher volume lean more variable. Longer, committee-driven enterprise deals lean more base. Show OTE against MIX per role, and check total comp cost as a percent of the target it funds.
- 3The accelerators
Design the curve above 100 percent. A flat rate past target pays for luck the same as effort. An accelerator on the marginal dollar past quota pays for the overperformance you actually want. Show the decelerator or cliff too, if any, and where a rep stops being paid to keep selling.
- 4Behaviors it drives (and breaks)
Every plan is a set of instructions. Name them. A rate that pays the same on a discounted deal tells reps to discount. A quota with no new-logo split tells them to farm the base. A cliff at quota tells them to sandbag into next period. For each lever, state the behavior it rewards and the one it quietly punishes.
- No plan ships without the top-down and bottom-up numbers shown side by side and the gap named.
- Comp cost is stated as a percent of the target it funds, never a raw OTE in isolation.
- Every accelerator is paired with the behavior it drives, in plain words.
- Ramp drag is subtracted from new-hire capacity, never counted as a full head.
COMP AND QUOTA PLAN · Mid-Market · illustrative Build Number Note Top-down ask $12.0M target $10M x 1.2 coverage Bottom-up cap $10.4M 8 ramped + 4 ramping reps Gap -$1.6M coverage unfunded by ~1.5 heads OTE / mix $160K @ 50/50 quota $800K (5x variable) Accelerator 1.8x past 100% no cliff, decel at 150% Behavior watch: 1. Flat rate on discounts. Add a margin gate or reps will trade price for speed. 2. No new-logo split. Quota is met by expansion alone. Add a logo floor. 3. Coverage exceeds capacity by 1.5 heads. Hire, cut coverage, or reset target.
QUOTA_MULTIPLE (4x to 6x), COVERAGE (1.15 to 1.25), and the accelerator (1.5x to 2x) are defaults, not laws. They suited a mid-market SaaS motion. If your deals run longer or your win rate is higher, move them. The reconciliation logic does not change. The thresholds are yours.
Where an operator takes this next.
The read is step one. Here's where an operator takes it once the manual version proves out.
You built the read once; now it runs itself.
Point a scheduled Claude task at Salesforce quarterly and re-run the top-down vs bottom-up check as headcount and productivity shift.
Connect your comp or payroll system so attainment tiers calculate and flow through without a manual spreadsheet reconciliation.
Feed closed-won discount data into Snowflake monthly and alert if margin erosion tracks with a specific rep or segment.
One skill is the on-ramp.
A single skill does one job. Chained into a playbook, or run as a full build, it becomes a system. Here is where this one plugs in.