Strategic Compensation Planning Automate
Comp Plan Design

Translate business goals into compensation structures with the right mix of pay, quota, rates, and accelerators.


Atlas moves you through the logic to align the numbers with your designated outcomes while modeling cost and calling out upside exposure and behavioral tradeoffs.

Collaborative Design Where AI meets real collaboration

AI can help one person draft a plan. But it can’t support how teams actually work. Atlas brings everyone into the process in one shared workspace.

  • Build, edit, and draft plans together in a common environment
  • Comment, review, and align without leaving the platform
  • Model, test, and validate cost and risk together
  • Share one source of truth across teams

Shorten design cycles, reduce version-control issues, and create a clearer path from plan strategy to operational rollout.

Proprietary Data Build and automate with proprietary sales performance data

Atlas helps teams design compensation plans using the logic, benchmarks, and plan history already embedded in their sales motion. 

Instead of starting from a blank spreadsheet, Finance can build plans informed by actual attainment patterns, payout behavior, and revenue economics from a combination of their own historical data and paired with QuotaPath’s exclusive market data.

Scenario & Governance Scenario Modeling & Governance

Connect your comp plan design to budget predictability, rep outcomes, and downside control before a plan goes live.

Use Atlas to test

  • Plan scenarios
  • Payout outcomes
  • Attainment sensitivity
  • Cost exposure

So you can balance rep motivation with budget discipline, and avoid surprises mid-year.

Capabilities Design smarter compensation plans with more confidence

Automate compensation plan design with data-informed recommendations, collaborative workflows, and built-in modeling that turns plan strategy into an operational system.

Proprietary Compensation Intelligence

Collaborative Plan Design Workspace

Scenario Modeling & Cost Forecasting

Quota & OTE Rate Engineering

Role-Based Plan Architecture

Payout Curve Optimization

Plan Governance & Rollout Control

Benchmark-Driven Plan Recommendations

100% of SaaS Finance and RevOps Leaders admitted to experiencing challenges with their compensation plan design process.

What our customers are saying

Why Birdie Chose QuotaPath Over Everstage

What if you could implement a commission tracking tool that both scales with your team and enables you to pay out monthly commissions to your team versus quarterly? At Birdie, that’s exactly what they did after implementing QuotaPath.

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Why AirDNA Left Spiff for QuotaPath

Scaling go-to-market teams deserve commission software that can grow with them, especially as their teams expand globally and their compensation structures increase in complexity. That's why AirDNA switched to QuotaPath, transforming commissions into a streamlined, transparent, and highly adaptable process.

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Keen Scales Sales Complexity Without Losing Control of Commissions

As Keen’s go-to-market motion grew more complex, spreadsheets stopped working. New comp layers, leadership rollups, and expansion splits demanded more than manual exports and quarterly reconciliation.

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From Excel Risk to Real-Time Confidence: How Zapier Runs Commissions Faster with QuotaPath

As Zapier scaled to hundreds of employees and nearly 80 commissionable users, RevOps needed a system that was easy to run, audit, and trust. With QuotaPath, Zapier gained speed, transparency, and confidence across RevOps, Finance, and Sales.

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How ECP Replaced Manual Spreadsheets with QuotaPath + HubSpot

As ECP’s sales team grew and commission plans evolved, manually managing payouts across five overlapping spreadsheets became unsustainable. For VP of Finance Sonja Karlson and Staff Accountant Elise Larson, it was time to find a system that would scale, save time, and deliver clarity to both Finance and Sales.

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How Rentvine Unified GTM, Finance, and Payroll in a Single Workflow

After building a complex, rep-first commission plan, Rentvine’s RevOps Leader Alex Romo needed a way to eliminate manual work, reduce risk, and unify GTM, Finance, and Payroll in a single workflow.

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How 86 Repairs Scaled Commissions from Spreadsheets to Full Automation

As 86 Repairs grew from a 4-person sales team to 20+, Director of Finance James Line needed to move away from error-prone spreadsheets and build a scalable, transparent commissions process. QuotaPath gave him and his team the automation, visibility, and time savings they needed to grow with confidence.

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FAQ

Frequently asked questions

What is strategic compensation planning?

Strategic compensation planning is the process of designing pay programs that align employee incentives with company goals, financial targets, and performance outcomes. It includes decisions around salary, bonuses, commissions, quotas, and incentive structures.

How do you automate employee compensation planning?

Strategic compensation planning is the process of designing pay programs that align employee incentives with company goals, financial targets, and performance outcomes. It includes decisions around salary, bonuses, commissions, quotas, and incentive structures.

What is sales compensation planning?

Strategic compensation planning is the process of designing pay programs that align employee incentives with company goals, financial targets, and performance outcomes. It includes decisions around salary, bonuses, commissions, quotas, and incentive structures.

What are the goals of a compensation plan?

Strategic compensation planning is the process of designing pay programs that align employee incentives with company goals, financial targets, and performance outcomes. It includes decisions around salary, bonuses, commissions, quotas, and incentive structures.

How do I scale our compensation plan?

To scale a compensation plan, companies typically standardize plan structures by role, simplify payout rules, and align compensation with clear performance metrics. As the business grows, automation becomes important for managing calculations, approvals, forecasting, and plan changes efficiently. Scalable compensation plans also require governance, quota consistency, and visibility into payout cost before rollout. The goal is to create a compensation framework that can support more employees, more complexity, and more financial scrutiny over time.

Design comp plans that scale with your business.

Use Atlas to translate business goals into a complete plan — pay, quota, rates, accelerators — backed by proprietary benchmarks and modeled before rollout.