{ "schemaVersion": "1.0", "item": { "slug": "afrexai-sales-compensation", "name": "Sales Compensation Plan Designer", "source": "tencent", "type": "skill", "category": "效率提升", "sourceUrl": "https://clawhub.ai/1kalin/afrexai-sales-compensation", "canonicalUrl": "https://clawhub.ai/1kalin/afrexai-sales-compensation", "targetPlatform": "OpenClaw" }, "install": { "downloadMode": "redirect", "downloadUrl": "/downloads/afrexai-sales-compensation", "sourceDownloadUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=afrexai-sales-compensation", "sourcePlatform": "tencent", "targetPlatform": "OpenClaw", "installMethod": "Manual import", "extraction": "Extract archive", "prerequisites": [ "OpenClaw" ], "packageFormat": "ZIP package", "includedAssets": [ "README.md", "SKILL.md" ], "primaryDoc": "SKILL.md", "quickSetup": [ "Download the package from Yavira.", "Extract the archive and review SKILL.md first.", "Import or place the package into your OpenClaw setup." ], "agentAssist": { "summary": "Hand the extracted package to your coding agent with a concrete install brief instead of figuring it out manually.", "steps": [ "Download the package from Yavira.", "Extract it into a folder your agent can access.", "Paste one of the prompts below and point your agent at the extracted folder." ], "prompts": [ { "label": "New install", "body": "I downloaded a skill package from Yavira. Read SKILL.md from the extracted folder and install it by following the included instructions. Then review README.md for any prerequisites, environment setup, or post-install checks. Tell me what you changed and call out any manual steps you could not complete." }, { "label": "Upgrade existing", "body": "I downloaded an updated skill package from Yavira. Read SKILL.md from the extracted folder, compare it with my current installation, and upgrade it while preserving any custom configuration unless the package docs explicitly say otherwise. Then review README.md for any prerequisites, environment setup, or post-install checks. Summarize what changed and any follow-up checks I should run." } ] }, "sourceHealth": { "source": "tencent", "status": "healthy", "reason": "direct_download_ok", "recommendedAction": "download", "checkedAt": "2026-04-30T16:55:25.780Z", "expiresAt": "2026-05-07T16:55:25.780Z", "httpStatus": 200, "finalUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=network", "contentType": "application/zip", "probeMethod": "head", "details": { "probeUrl": "https://wry-manatee-359.convex.site/api/v1/download?slug=network", "contentDisposition": "attachment; filename=\"network-1.0.0.zip\"", "redirectLocation": null, "bodySnippet": null }, "scope": "source", "summary": "Source download looks usable.", "detail": "Yavira can redirect you to the upstream package for this source.", "primaryActionLabel": "Download for OpenClaw", "primaryActionHref": "/downloads/afrexai-sales-compensation" }, "validation": { "installChecklist": [ "Use the Yavira download entry.", "Review SKILL.md after the package is downloaded.", "Confirm the extracted package contains the expected setup assets." ], "postInstallChecks": [ "Confirm the extracted package includes the expected docs or setup files.", "Validate the skill or prompts are available in your target agent workspace.", "Capture any manual follow-up steps the agent could not complete." ] }, "downloadPageUrl": "https://openagent3.xyz/downloads/afrexai-sales-compensation", "agentPageUrl": "https://openagent3.xyz/skills/afrexai-sales-compensation/agent", "manifestUrl": "https://openagent3.xyz/skills/afrexai-sales-compensation/agent.json", "briefUrl": "https://openagent3.xyz/skills/afrexai-sales-compensation/agent.md" }, "agentAssist": { "summary": "Hand the extracted package to your coding agent with a concrete install brief instead of figuring it out manually.", "steps": [ "Download the package from Yavira.", "Extract it into a folder your agent can access.", "Paste one of the prompts below and point your agent at the extracted folder." ], "prompts": [ { "label": "New install", "body": "I downloaded a skill package from Yavira. Read SKILL.md from the extracted folder and install it by following the included instructions. Then review README.md for any prerequisites, environment setup, or post-install checks. Tell me what you changed and call out any manual steps you could not complete." }, { "label": "Upgrade existing", "body": "I downloaded an updated skill package from Yavira. Read SKILL.md from the extracted folder, compare it with my current installation, and upgrade it while preserving any custom configuration unless the package docs explicitly say otherwise. Then review README.md for any prerequisites, environment setup, or post-install checks. Summarize what changed and any follow-up checks I should run." } ] }, "documentation": { "source": "clawhub", "primaryDoc": "SKILL.md", "sections": [ { "title": "Sales Compensation Plan Designer", "body": "Design, audit, and optimize sales compensation structures that actually drive the behavior you want. Covers quota setting, OTE splits, accelerators, clawbacks, SPIFs, and multi-role plan architectures." }, { "title": "When to Use", "body": "Designing comp plans for new sales roles (AE, SDR, CSM, SE, Channel)\nAuditing existing plans for misaligned incentives\nModeling plan costs and quota coverage ratios\nBuilding accelerator/decelerator curves\nComparing comp structures across industry benchmarks" }, { "title": "Step 1: Role Classification", "body": "Classify the role before designing comp:\n\nRole TypeTypical OTEBase/Variable SplitQuota MultipleSDR/BDR$65K-$90K70/303-5x variableAE (SMB)$100K-$140K50/504-6x OTEAE (Mid-Market)$150K-$200K50/504-5x OTEAE (Enterprise)$200K-$300K+60/403-4x OTECSM/AM$90K-$130K65/354-6x variableSales Engineer$130K-$180K70/30Team-basedVP Sales$250K-$400K+55/452-3x OTEChannel/Partner$120K-$160K60/403-5x variable" }, { "title": "Step 2: Quota Setting Methodology", "body": "Use bottom-up capacity model:\n\nTAM Analysis — addressable market in territory\nHistorical Performance — trailing 4-quarter attainment distribution\nRamp Adjustment — new hires at 25/50/75/100% quota months 1-4\nCoverage Ratio — pipeline-to-quota (3x minimum for new business, 2x for expansion)\nQuota:OTE Ratio — should be 4-6x. Below 3x = overpaying. Above 8x = nobody hits it.\n\nRed flags in quota setting:\n\nTop-down only (board target ÷ headcount)\nSame quota for all territories regardless of TAM\nNo ramp period for new hires\nChanging quotas mid-quarter\nMore than 60% of reps missing quota (plan problem, not people problem)" }, { "title": "Step 3: Variable Compensation Design", "body": "Base Structure:\n\nMonthly Variable = (Attainment % × Quota × Commission Rate)\n\nAccelerator Tiers (recommended):\n\nAttainmentRate MultiplierRationale0-50%0.5xBelow threshold — reduced payout50-80%0.8xApproaching target — building momentum80-100%1.0xAt plan — full commission rate100-120%1.3xAbove plan — reward overperformance120-150%1.5xPresident's Club territory150%+1.8-2.0xUncapped or soft cap (model both)\n\nCommission Rate Benchmarks:\n\nNew Business: 8-12% of ACV\nExpansion/Upsell: 4-8% of ACV\nRenewal: 1-3% of ACV\nMulti-year: 1.2-1.5x first-year rate" }, { "title": "Step 4: Plan Component Mix", "body": "For complex plans, weight components:\n\nComponentWeightMetricNew Logo Revenue50-60%New ACV closedExpansion Revenue20-30%Net expansion ACVStrategic Objective10-20%Product mix, multi-year, strategic accountsActivity Metrics0-10%Pipeline generated (SDRs only)\n\nRule: Never more than 3 variable components. Complexity kills motivation." }, { "title": "Step 5: Clawback and Recovery Provisions", "body": "Standard terms:\n\nChurn clawback: Pro-rata recovery if customer churns within 6-12 months\nNon-payment clawback: Commission reversed if invoice unpaid >90 days\nEarly termination: Unvested accelerators forfeit on voluntary departure\nDraw recovery: Unearned draws recovered from future commissions (max 2 quarters)" }, { "title": "Step 6: SPIF Design (Short-term Incentive)", "body": "Use SPIFs for 2-4 week behavioral nudges:\n\nNew product launch push ($500-$2,000 per deal)\nQuarter-end pipeline acceleration\nCompetitive displacement bonus\nMulti-year contract premium\n\nSPIF rules:\n\nMax 4 per year (they lose impact if constant)\nClear start/end dates\nSimple qualification (one metric)\nImmediate payout (within 2 weeks of close)" }, { "title": "Step 7: Plan Cost Modeling", "body": "Model these scenarios before launching:\n\nBear case: 40% of reps at 80% attainment → total comp cost\nBase case: 60% at quota, 20% above, 20% below → total comp cost\nBull case: 80% at 110%+ attainment → total comp cost (check for budget blow-up)\n\nHealthy ratios:\n\nSales comp as % of revenue: 15-25% (SaaS)\nCAC payback: <18 months\nQuota:OTE: 4-6x\nRep productivity: >$500K ACV/AE/year at maturity" }, { "title": "Step 8: Annual Plan Audit Checklist", "body": "Score each item 1-10:\n\n☐ Quota attainment distribution (bell curve centered at 100%?)\n☐ Voluntary turnover of quota-carrying reps (<15%?)\n☐ Time-to-ramp for new hires (meeting benchmark?)\n☐ Deal size trends (growing or shrinking?)\n☐ Discount depth (comp plan driving discounting?)\n☐ Multi-year mix (incentive working?)\n☐ Product mix (strategic products getting traction?)\n☐ Comp cost as % of revenue (in healthy range?)\n☐ Accelerator payouts (are top reps being rewarded enough?)\n☐ Clawback frequency (too high = bad customers, too low = loose terms)\n\nScore interpretation:\n\n80-100: Plan is working. Minor tweaks only.\n60-79: 2-3 components need redesign.\nBelow 60: Full plan overhaul needed." }, { "title": "2026 Benchmarks by Industry", "body": "IndustryAvg AE OTEBase/VarQuota:OTEAvg AttainmentSaaS$165K50/505x62%Fintech$185K55/454.5x58%Healthcare IT$155K55/455x65%Cybersecurity$175K50/504x60%AI/ML$190K50/504x55%Legal Tech$145K55/455.5x68%Construction Tech$135K55/456x70%Manufacturing$140K60/405.5x67%Professional Services$150K55/455x64%Real Estate Tech$130K55/456x72%" }, { "title": "Common Mistakes", "body": "Capping commissions — your best reps will leave for uncapped plans\nQuarterly resets with no floor — creates sandbagging and feast/famine\nToo many metrics — if reps can't calculate their own comp, the plan fails\nEqual quotas across unequal territories — punishes reps in harder markets\nChanging plans mid-year — destroys trust faster than anything else\nNo accelerators — linear plans don't motivate above-quota performance\nIgnoring ramp periods — new hire attrition spikes when they can't earn early" }, { "title": "AI-Era Adjustments (2026+)", "body": "Sales teams using AI agents for prospecting, qualification, and proposal generation are seeing:\n\n30-40% increase in rep capacity (more pipeline per AE)\nSDR role compression (AI handles top-of-funnel → SDR quotas need restructuring)\nFaster ramp times (AI-assisted onboarding cuts ramp by 30-45 days)\nHigher quota expectations (adjust gradually — 10-15% annual increase, not 40% overnight)\n\nComp plan implications:\n\nShift SDR comp toward quality metrics (SQL conversion, not just meetings booked)\nAdd AI adoption component (5-10% of variable tied to tool utilization)\nModel higher quotas with maintained OTE — don't cut OTE when raising quotas\nBudget for AI tooling ($200-$500/rep/month) as sales cost, not IT cost\n\nBuilt by AfrexAI — AI context packs for businesses that ship.\n\nGet your industry-specific AI strategy pack: https://afrexai-cto.github.io/context-packs/ ($47/pack)\n\nCalculate your AI revenue leak: https://afrexai-cto.github.io/ai-revenue-calculator/" } ], "body": "Sales Compensation Plan Designer\n\nDesign, audit, and optimize sales compensation structures that actually drive the behavior you want. Covers quota setting, OTE splits, accelerators, clawbacks, SPIFs, and multi-role plan architectures.\n\nWhen to Use\nDesigning comp plans for new sales roles (AE, SDR, CSM, SE, Channel)\nAuditing existing plans for misaligned incentives\nModeling plan costs and quota coverage ratios\nBuilding accelerator/decelerator curves\nComparing comp structures across industry benchmarks\nCompensation Plan Framework\nStep 1: Role Classification\n\nClassify the role before designing comp:\n\nRole Type\tTypical OTE\tBase/Variable Split\tQuota Multiple\nSDR/BDR\t$65K-$90K\t70/30\t3-5x variable\nAE (SMB)\t$100K-$140K\t50/50\t4-6x OTE\nAE (Mid-Market)\t$150K-$200K\t50/50\t4-5x OTE\nAE (Enterprise)\t$200K-$300K+\t60/40\t3-4x OTE\nCSM/AM\t$90K-$130K\t65/35\t4-6x variable\nSales Engineer\t$130K-$180K\t70/30\tTeam-based\nVP Sales\t$250K-$400K+\t55/45\t2-3x OTE\nChannel/Partner\t$120K-$160K\t60/40\t3-5x variable\nStep 2: Quota Setting Methodology\n\nUse bottom-up capacity model:\n\nTAM Analysis — addressable market in territory\nHistorical Performance — trailing 4-quarter attainment distribution\nRamp Adjustment — new hires at 25/50/75/100% quota months 1-4\nCoverage Ratio — pipeline-to-quota (3x minimum for new business, 2x for expansion)\nQuota:OTE Ratio — should be 4-6x. Below 3x = overpaying. Above 8x = nobody hits it.\n\nRed flags in quota setting:\n\nTop-down only (board target ÷ headcount)\nSame quota for all territories regardless of TAM\nNo ramp period for new hires\nChanging quotas mid-quarter\nMore than 60% of reps missing quota (plan problem, not people problem)\nStep 3: Variable Compensation Design\n\nBase Structure:\n\nMonthly Variable = (Attainment % × Quota × Commission Rate)\n\n\nAccelerator Tiers (recommended):\n\nAttainment\tRate Multiplier\tRationale\n0-50%\t0.5x\tBelow threshold — reduced payout\n50-80%\t0.8x\tApproaching target — building momentum\n80-100%\t1.0x\tAt plan — full commission rate\n100-120%\t1.3x\tAbove plan — reward overperformance\n120-150%\t1.5x\tPresident's Club territory\n150%+\t1.8-2.0x\tUncapped or soft cap (model both)\n\nCommission Rate Benchmarks:\n\nNew Business: 8-12% of ACV\nExpansion/Upsell: 4-8% of ACV\nRenewal: 1-3% of ACV\nMulti-year: 1.2-1.5x first-year rate\nStep 4: Plan Component Mix\n\nFor complex plans, weight components:\n\nComponent\tWeight\tMetric\nNew Logo Revenue\t50-60%\tNew ACV closed\nExpansion Revenue\t20-30%\tNet expansion ACV\nStrategic Objective\t10-20%\tProduct mix, multi-year, strategic accounts\nActivity Metrics\t0-10%\tPipeline generated (SDRs only)\n\nRule: Never more than 3 variable components. Complexity kills motivation.\n\nStep 5: Clawback and Recovery Provisions\n\nStandard terms:\n\nChurn clawback: Pro-rata recovery if customer churns within 6-12 months\nNon-payment clawback: Commission reversed if invoice unpaid >90 days\nEarly termination: Unvested accelerators forfeit on voluntary departure\nDraw recovery: Unearned draws recovered from future commissions (max 2 quarters)\nStep 6: SPIF Design (Short-term Incentive)\n\nUse SPIFs for 2-4 week behavioral nudges:\n\nNew product launch push ($500-$2,000 per deal)\nQuarter-end pipeline acceleration\nCompetitive displacement bonus\nMulti-year contract premium\n\nSPIF rules:\n\nMax 4 per year (they lose impact if constant)\nClear start/end dates\nSimple qualification (one metric)\nImmediate payout (within 2 weeks of close)\nStep 7: Plan Cost Modeling\n\nModel these scenarios before launching:\n\nBear case: 40% of reps at 80% attainment → total comp cost\nBase case: 60% at quota, 20% above, 20% below → total comp cost\nBull case: 80% at 110%+ attainment → total comp cost (check for budget blow-up)\n\nHealthy ratios:\n\nSales comp as % of revenue: 15-25% (SaaS)\nCAC payback: <18 months\nQuota:OTE: 4-6x\nRep productivity: >$500K ACV/AE/year at maturity\nStep 8: Annual Plan Audit Checklist\n\nScore each item 1-10:\n\n☐ Quota attainment distribution (bell curve centered at 100%?)\n☐ Voluntary turnover of quota-carrying reps (<15%?)\n☐ Time-to-ramp for new hires (meeting benchmark?)\n☐ Deal size trends (growing or shrinking?)\n☐ Discount depth (comp plan driving discounting?)\n☐ Multi-year mix (incentive working?)\n☐ Product mix (strategic products getting traction?)\n☐ Comp cost as % of revenue (in healthy range?)\n☐ Accelerator payouts (are top reps being rewarded enough?)\n☐ Clawback frequency (too high = bad customers, too low = loose terms)\n\nScore interpretation:\n\n80-100: Plan is working. Minor tweaks only.\n60-79: 2-3 components need redesign.\nBelow 60: Full plan overhaul needed.\n2026 Benchmarks by Industry\nIndustry\tAvg AE OTE\tBase/Var\tQuota:OTE\tAvg Attainment\nSaaS\t$165K\t50/50\t5x\t62%\nFintech\t$185K\t55/45\t4.5x\t58%\nHealthcare IT\t$155K\t55/45\t5x\t65%\nCybersecurity\t$175K\t50/50\t4x\t60%\nAI/ML\t$190K\t50/50\t4x\t55%\nLegal Tech\t$145K\t55/45\t5.5x\t68%\nConstruction Tech\t$135K\t55/45\t6x\t70%\nManufacturing\t$140K\t60/40\t5.5x\t67%\nProfessional Services\t$150K\t55/45\t5x\t64%\nReal Estate Tech\t$130K\t55/45\t6x\t72%\nCommon Mistakes\nCapping commissions — your best reps will leave for uncapped plans\nQuarterly resets with no floor — creates sandbagging and feast/famine\nToo many metrics — if reps can't calculate their own comp, the plan fails\nEqual quotas across unequal territories — punishes reps in harder markets\nChanging plans mid-year — destroys trust faster than anything else\nNo accelerators — linear plans don't motivate above-quota performance\nIgnoring ramp periods — new hire attrition spikes when they can't earn early\nAI-Era Adjustments (2026+)\n\nSales teams using AI agents for prospecting, qualification, and proposal generation are seeing:\n\n30-40% increase in rep capacity (more pipeline per AE)\nSDR role compression (AI handles top-of-funnel → SDR quotas need restructuring)\nFaster ramp times (AI-assisted onboarding cuts ramp by 30-45 days)\nHigher quota expectations (adjust gradually — 10-15% annual increase, not 40% overnight)\n\nComp plan implications:\n\nShift SDR comp toward quality metrics (SQL conversion, not just meetings booked)\nAdd AI adoption component (5-10% of variable tied to tool utilization)\nModel higher quotas with maintained OTE — don't cut OTE when raising quotas\nBudget for AI tooling ($200-$500/rep/month) as sales cost, not IT cost\n\nBuilt by AfrexAI — AI context packs for businesses that ship.\n\nGet your industry-specific AI strategy pack: https://afrexai-cto.github.io/context-packs/ ($47/pack)\n\nCalculate your AI revenue leak: https://afrexai-cto.github.io/ai-revenue-calculator/" }, "trust": { "sourceLabel": "tencent", "provenanceUrl": "https://clawhub.ai/1kalin/afrexai-sales-compensation", "publisherUrl": "https://clawhub.ai/1kalin/afrexai-sales-compensation", "owner": "1kalin", "version": "1.0.1", "license": null, "verificationStatus": "Indexed source record" }, "links": { "detailUrl": "https://openagent3.xyz/skills/afrexai-sales-compensation", "downloadUrl": "https://openagent3.xyz/downloads/afrexai-sales-compensation", "agentUrl": "https://openagent3.xyz/skills/afrexai-sales-compensation/agent", "manifestUrl": "https://openagent3.xyz/skills/afrexai-sales-compensation/agent.json", "briefUrl": "https://openagent3.xyz/skills/afrexai-sales-compensation/agent.md" } }