Incentives drive behaviour. Design them on purpose.
Design a sales package that attracts the right person, rewards the right behaviour and makes commercial sense, then pressure-test it before a single candidate sees it.
Build or review an individual commercial incentive plan. The tool tests what the plan rewards, what it may discourage, whether the economics hold and what still needs to be resolved.
New plan: approximately 6 to 8 minutes. You can leave optional evidence blank, it will be marked "Not assessed" rather than treated as a failure. Indicative guidance only, not legal or market advice.
Step 1 of 5 · Strategy & role
The role, and how it actually sells.
A plan that suits an outbound hunter will quietly punish an account manager. Start with the truth of the role.
What are we doing today?
How is this role accountable for commercial performance?
Leadership plans require team targets, overrides, participation rates, vacancy treatment and strategic measures, a different architecture from an individual plan, and deliberately outside this tool's scope. This designer continues on an individual commercial role basis. Structuring the leadership layer is exactly the conversation we have every week. Talk through a leadership plan.
Commercial role family
A hybrid role must combine two different families, change the second selection.
Role context, industry, offering, route to market, control
Commercial responsibility ?Where should this person's energy actually go? The components adapt to the role family, and must total exactly 100%.
Commercial support & collaborators ?Support feeds the ramp, target-credibility, crediting and controllability diagnostics. Options adapt to the role family and industry.
Existing plan, the team behind it
Territory & quota fairness (optional)
Which of these practices are in place?
Business priorities ?Pick up to two. The results then check whether the plan actually pays for these priorities, or just hopes for them.
What the role sells, and what it's worth.
Commission should follow commercial value. Pick the basis, then give the tool enough economics to sanity-check the plan.
A target is a claim; evidence turns it into a plan. Leave this blank and the category is simply marked "Not assessed", it never counts against the score.
Does this role sell more than one type of revenue?
These streams describe the detail underneath your primary target, they do not replace it. Where every stream shares the primary basis, their targets are checked against it. Targets on different bases (revenue, GP, ARR) are shown separately, they are different measures and are never added together. Expected commission per stream = target × rate on that stream's own basis.
StreamAnnual targetBasisGM %Rate %
Existing plan, how it actually performed
All optional. Blank fields are marked "Not assessed" and never count against the plan. Zero is a real answer, not a blank.
% of eligible salespeople finishing last year in each range, must total exactly 100. For estimated team commission, bands are modelled at representative attainment of 30%, 65%, 90%, 110% and 135%.
More performance history (optional)
Commission spend & earnings outcomes (optional)
The package itself.
Choose which two figures you want to set, the third is calculated and shown read-only.
Base, variable, OTE
58%
42%
Package inclusions
Commission guarantee ?A non-recoverable guarantee pays commission during ramp regardless of results, and is not clawed back. Recoverable draws (advances against future commission) are deliberately out of scope in this version, they need repayment modelling to be honest.
Ramp period
How the commission actually pays.
Whatever the shape below target, commission at exactly 100% attainment always equals the target variable, that is the promise the OTE makes.
Threshold & payout curve
Second accelerator & cap
Payout curve, total earnings by attainment (same function as the results table)
Timing
Additional rules
Diagnostic crediting preference: new vs expansion vs renewal
Relative crediting multipliers: how much a dollar of each type counts toward quota or commission. Combined with your Step 1 responsibility mix, they help test the intended hierarchy. They do not change earnings unless the same outcome is also included through a payable stream, target or weighted measure.
Split the variable across multiple measures (optional)
Weight the target variable across measures. Must total exactly 100%. Be careful with subjective measures, they blunt the plan.
Shared sales & crediting
If more than one person contributes to the same sale, the crediting rules are the plan. Define them here.
Shared-sale crediting rules
Who may be involved?
Which crediting rules does the written plan clearly define?
Existing plan, how it runs in practice
Open whichever sections you have evidence for. Everything is optional; unanswered items are "Not assessed".
Plan period & timing design
Plan governance & administration
For each item: is it clearly defined in the written plan? Items left "Unsure" are not scored. Formal compensation plans should be reviewed by appropriately qualified employment, payroll and legal advisers before implementation.
Observed business outcomes under this plan
Has the business experienced these under the current plan? A "Yes" never proves the plan caused it, the report connects outcomes to plan features only as possible contributors.
What the sales team says about the plan
Your plan, pressure-tested.
Headline numbers are open. The full plan-health report, score, risks and recommendations, is prepared for you below.
Headline package
Earnings scenarios
Plan at a glance
Edit answers:
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Executive assessment
Top three actions
What this plan is likely to encourage
What remains undefined
Investigate before launch
Employer economics
Cost assumptions (adjustable)
Actual superannuation treatment of variable remuneration, payroll tax, workers compensation and other employment costs depends on the arrangement and jurisdiction.
Pipeline requirements
Behavioural alignment, does the plan pay for your priorities?
Changing an existing plan, implementation guidance
This is an indicative commercial diagnostic, not a legal, payroll or market-benchmark audit. Formal compensation plans should be reviewed by appropriately qualified employment, payroll and legal advisers before implementation.
This structure is more complex than a standard individual commercial plan. The tool has identified the core design decisions, but the final architecture should be reviewed with an experienced adviser.
Plan Health Score The score is an indicative diagnostic based on the information supplied. It is not a scientific, legal, payroll or market-benchmark assessment. Categories with missing information are marked "Not assessed" and do not count against the score.
Indicative plan design and diagnostics based on common Australian B2B structures. Every business has its own economics; treat this as the starting position for a conversation, not a finished comp plan or legal document. General information only.
This report provides indicative guidance based on the information supplied. It is general information only and is not a verified market benchmark or legal, employment or remuneration advice.
GTM Search Partners · Boutique go-to-market executive search, a trading name of Warrell & Reid Pty Ltd (ABN 82 651 080 116) gtmsearchpartners.com · mark@gtmsearchpartners.com · 07 3706 2668 · Paddington, Brisbane QLD, by appointment
