Case Studies
Engagement: 8-week compensation assessment & design sprint | Enterprise Coaching & Talent Development
Services: Compensation plan design, pay-for-performance analytics, crediting policy design, quota-setting guidance, governance framework, systems review, rollout enablement
Written by
Carmen Olmetti
A high-growth enterprise coaching platform had sharpened its go-to-market strategy around multi-year customer relationships and multi-product adoption. Leadership recognized that compensation needed to evolve alongside the GTM motion. Plans built for an earlier, more transactional sales model would not drive the behaviors required for durable, expanding customer relationships.
The company’s RevOps team had already conducted a listening tour with sellers and managers and developed initial recommendations. Leadership wanted external validation and design support before committing to rollout. With compensation letters due on a fixed deadline and a lean operations team managing multiple priorities, the window to finalize the program was tight.
Assessment Grounded in Existing Discovery
The internal team had already done meaningful work. Rather than duplicating it, RevEng used the operations team’s listening-tour findings, plan documents, bookings policies, and job architectures as the foundation for its own assessment. Parallel interviews with sales leadership, frontline sellers, operations, and finance surfaced additional priorities and design requirements. A dedicated session with the executive team grounded the work in the company’s broader GTM shift toward revenue durability and platform adoption. This approach compressed timelines and kept the team’s burden light.
Pay-for-Performance Analytics
Using historical attainment and payout data, RevEng assessed how well the current program supported desired performance and identified opportunities to strengthen alignment between incentives and strategic objectives.
Role-by-Role Design Against the GTM Shift
RevEng developed tailored compensation architectures for every role in the sales organization, with each plan explicitly linked to the behaviors that role was expected to drive under the new GTM motion. Every design decision was tested against a single question: does this reinforce the move to multi-year, multi-product relationships? That clarity made trade-offs easier to resolve. Designs were pressure-tested against strategic objectives and validated through executive checkpoints.
Policy Decisions, Not Just Recommendations
RevEng helped leadership work through interconnected policy decisions: contract consolidation crediting, treatment of multi-year deals, ramp structures, leave-of-absence policies, holdover crediting, and handling of large accounts. Each recommendation was grounded in market practice and tailored to the company’s context. Critically, the engagement produced specific, data-backed answers on each question, not a menu of options requiring additional cycles to resolve. Every policy was designed to be simple enough to administer with a lean team.
Aligned compensation to the GTM motion, role by role.
Account executives are now incentivized for new logo acquisition and land-and-expand. Account managers are measured on retention and growth within their book. Customer success managers are rewarded for adoption and renewal outcomes.
The structure supports the shift from transactional selling to durable customer relationships, with clear positive incentives for contract consolidation, multi-year commitments, and multi-product expansion.
Restored confidence in the program.
Governance structures for handling exceptions and disputes gave operations a repeatable process where ad hoc decisions had previously created inconsistency. Sellers and managers now have a transparent, defensible framework they can trust.
Delivered a rollout-ready package on a compressed timeline.
The engagement produced finalized plan architectures, an interactive earnings calculator, a governance and dispute-resolution framework, systems recommendations, and rollout materials with manager talking points and FAQs. All delivered in time for the compensation letter deadline.