Compensation at a Glance
The plan is built on a 60/40 split, providing a stable base salary while incentivizing performance. The $15,000 quarterly variable target is split across three key areas to drive both growth and retention.
Pay Mix & Total Target Compensation
(TTC: $150,000)
Quarterly Variable Split
(Target: $15,000)
Component 1: Expansion Revenue
(50% Weight)
This is the primary sales driver, rewarding AMs for closing new upsell and cross-sell ACV. The payout mechanic features a "Retroactive Kicker" at 75% attainment to create urgency and aggressive accelerators for overperformance.
Payout Rate vs. Quota Attainment
Crossing 75% attainment is critical, as it retroactively increases the rate on ALL closed ACV.
Commission Payout Rates (Tiered)
Quota Attainment
Commission Rate (ACV)
0% - 75%
10.0% (Base Rate)
75.1% - 100%
12.5% (Retroactive Kicker)
100.1% - 125%
17.5% (Accelerator)
125.1% - 150%
20.0% (Super-Accelerator)
Component 2: NRR
(35% Weight)
This component ensures the AM protects the existing revenue base. It pays a bonus from the $5,250 target pool based on portfolio-wide Net Revenue Retention.
A hard 0% hurdle below 90% NRR makes churn prevention critical. A 125% accelerator rewards top performance.
Component 3: MBOs
(15% Weight)
The $2,250 MBO bonus is tied to three equally weighted objectives focused on long-term account health, paid on completion and manager validation.
Requires balanced focus on adoption, customer health, and strategic planning.