This guide explains how to tailor incentive compensation to the responsibilities and influence of each sales role. Account executives typically receive aggressive 50/50 or 60/40 pay mixes tied to revenue, products, and market penetration. Sales development representatives may use a 70/30 mix based on qualified leads and meetings, while sales consultants and customer success representatives often use 65/35 plans tied to demos, renewals, upsells, retention, and satisfaction. Managers generally receive 75/25 or 80/20 plans based on team results, coaching, and data quality. The guide also introduces Intelligent Revenue, encouraging incentives for profitable, predictable, and resilient deals. Automated compensation management improves accuracy, transparency, scalability, and the ability to adju

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