Everybody loves to close a deal. But, before you have a chance at crossing the finish line, you need to figure out how to execute a strong start. A great discovery call sets the scene for a client-rep relationship that can last years. It’s how you’ll gauge whether a prospect is qualified and get the info you need to tailor your actual pitch.

In essence, a discovery call is your first chance to make a good impression. Knowing what to say and how to listen can make all the difference. Below, we offer a crash course sales training into discovery calls and sales tips. 

What is a discovery call?

One of the biggest mistakes a salesperson can make is jumping on a demo without first prepping for the discussion. Sales demos aren’t one-size-fits-all presentations. Each one should be tailored to the prospect at hand. To do that, you schedule a discovery call. This is a conversation with the prospect that allows you to get to know your potential customer. Think of it as a second date. You’re both interested, but now it’s time to see if this partnership is a good fit for all involved.

The majority of a discovery call will revolve around two things: identifying pain points and seeing whether your offering provides the right solutions. Many people think of a discovery call as an interview. It’s not. This highly interactive conversation should allow both sides to get a feel for the product, process, and potential. You’re building trust, too.

If you have several product lines and associated specialists, a separate discovery is practically required. You can assess the needs of the client and schedule the right specialists for product to be on the follow-up call and participate in the actual pitch or demo.

Some people choose to do discovery at the beginning of a demo. This generally works better if you already know quite a bit about the company. You can conduct your own research or perhaps you have prospects fill out a questionnaire when they first indicate interest in your product. Combining your discovery and your demo can save time, but only for the right salespeople and the right product.

4 steps to running a good discovery call

There are four basic steps to running a good discovery call.

1. Set the agenda

This is when you state why you’re having the call and outline what everyone should expect. Establishing an agenda can streamline the call and make the discovery more efficient. If you’re not sure how to decide on an agenda or think your template could use an update, look to your old calls. Taping cold calls and using them as a coaching tool is a brilliant way to refine your agenda based on actual interactions. You can see where past discovery calls fell flat and which questions or answers seemed to garner the best response. The more effective you are, the closer you get to that all-important close.

2. Ask all relevant questions

This get-to-know-you session is only as valuable as you make it. Preparing a list of questions is a good idea, but make sure you’re not married to it. You don’t want the discovery call to turn into an inquisition. Remember that this is an opportunity not only to learn about your prospect but also to establish a rapport.

This is also the right time to check whether you’ll be going the distance with this company representative or someone else. Determine who’s the decision-maker now and you’ll save time and frustration later.

3. Allow the prospect to ask questions for you

Always make time to answer your prospect’s questions. They’ll likely have a few questions while you’re doing your own discovery. But allowing for a separate chunk and actually asking, “What questions do you have for me?” is important. Clients want to be heard. You’ll reaffirm your offering before signing off too, but the client’s questions will help avoid any miscommunications or ambiguity.

This portion of your discovery call is all about active listening. There is a ton of information hidden in not only the types of questions prospects ask but also in how they ask them. Learning to be an active listener can give you a huge advantage over the competition and help you secure a deal. You’ll also be able to spot misunderstandings early on in the process and correct any misconceptions before they have time to take root.

4. Set expectations for the future

Now it’s time to get your new customer excited about what’s to come. First, take a few minutes to summarize everything you already talked about and double-check that you’re on the same page. Then run through what will happen in terms of onboarding and other setup requirements. Talk about what you’ll need from the client in terms of resources, calls, access to their network or a physical building, etc.

Of course, there’s always a chance that you now realize your prospect isn’t a good fit for your product or service. In that case, it’s time to let them know why you don’t think it’s a good idea to move forward. Always try to end on a positive note. This might mean referring them to another company that’s a better fit or suggesting how you might work together in the future.

1. What’s your current [what your solution solves for] process look like?
2. What role do you play in that process?
3. What are your biggest blockers, and what happens when those disrupt the process?
4. Who else is impacted by this?
5. How have you tried to address this problem in the past? If so, what was the result?
6. What do you think would fix this challenge you’re facing? 
7. How would you tell if the problem has been solved?
8. What are you evaluating when looking into a solution?
9. What’s your timeline for implementing a fix?
10. If you don’t move forward with a product and vendor, what’s your company’s plan to address this? 

After working through these questions, outline the next steps and confirm a follow-up while on the call. Without that, your prospect is more likely to drop off. 

It may take some time and practice to get into a rhythm with your discovery calls, but the payoff is worth the investment. 

Additional discovery call resources:

28 Questions to Ask on a Call During the Sales Discovery Process (HubSpot blog)

SELL THE MEETING Set Discovery Calls & Sales Appointments To Close New Accounts (add it to your “best sales books of all time” list)

How to Hold a Discovery Call: Steps, Questions & Free Script (Selling Signals blog)

This Sales “Best Practice” is Actually Terrible for Your Discovery Calls (And it’s not what you think.) (LinkedIn Blog)

Lastly, as your discovery calls lead to higher quality opportunities, track your real-time and forecasted commission in QuotaPath. Our sales commission software will strengthen your overall sales compensation strategy and automatically track and calculate commissions so you don’t have to. Start for free today!

Hi, I’m Graham Collins, QuotaPath’s Chief of Staff. Since 2019, I’ve conducted more than 350 comp management strategy calls. 

These calls have included first-time sales leaders, tenured sales executives, CFOs, CEOs, you name it. Turns out, that no matter how much or how little experience someone has in building a sales compensation plan, people tend to make the same mistakes. 

Below, I shared the five biggest takeaways around sales compensation, comp management, and commission structure that I’ve learned from these calls. 

1. Don’t go at it alone

So many compensation plan mistakes are made because Sales and RevOps leaders think that they have to build a comp plan by themselves. Maybe they’re hired as a VP of Sales and think their CEO expects them to be a comp plan expert. I’m here to say that’s nonsense!

The best plans that I’ve seen involve collaboration across Finance, RevOps, and Sales. If you don’t have a RevOps function, then Sales and Finance should work together. Two (or three) brains are better than one, especially brains with different specialties.

Additional tips:

• Ask reps for feedback on their existing comp plans. What do they feel is unfair? What’s annoying? What’s been successful?
• Talk about it with your peers. What’s worked well for them? What hasn’t, and why?

What happens when you try to build it yourself:

When I built an SDR compensation plan for my team by myself, it was horrible. It was overly complicated, I didn’t test the data, and I ended up having to redo it after rolling it out to my team. If I had asked for another set of eyes on the plan, most of those issues would have been avoided!

2. Keep it simple

Sales reps, like all people, have a limited amount of brainpower to dedicate to their jobs… which includes trying to understand their sales commission payments. If you force them to use too much time thinking about which types of deals you want them to sell, they’ll simply sell whatever they can. A key to sales compensation strategies is to encourage and discourage certain behaviors. If the plan doesn’t make that abundantly clear, reps will latch on to any deal they can close. 

Examples: 

• Multiple products: If you pay the same sales commission rates on different products, but only want reps selling the one with the higher profit margins, your reps will continue to sell both because it pays the same.
  
  The fix: Drop the second product’s commission down to discourage reps from selling it.
   
• Multi-year deals: If you pay 10% on a 1-year deal and 11% on a 2-year deal, you’re not really incentivizing them to sell multi-year deals. An extra 1% commission isn’t paying any more bills.
  
  The fix: However, if you pay 1.75x the commission on a 2-year deal, the rep will absolutely try to lock in the longer contract.

What happens when it’s too complex?

Reps will sell whatever they can and leave it to the “commission gods” to pay them accurately. Keep it simple. Use round numbers if you can (ie: 10% instead of 9.743%). And apply the same commission rate and accelerator tiers across products when not trying to steer reps to sell specific products, of course.

3. Test it (and don’t leave out extreme examples!)

Test your commission pay structure using historical data. If you don’t have any historical data, use random or expected data. Run extremes, like if a rep were to hit 400% quota.

What happens when you don’t test the extremes?

I saw a plan once that included exponential accelerators. Every 10 percent the rep achieved above quota, the commission rate increased by 1.1x. At a certain point (around 350% attainment), they’d have to pay their reps over 100% commission on the annual recurring revenue. They hadn’t tested the plan.

Fortunately for them, none of their reps hit 350% quota. But had they kept the plan into the next year, there were a few reps who would have likely hit those numbers.

4. Align plans to company goals

I’ve seen a lot of plans that can be easily fixed by building them out based on company goals. This is how the calls go:

Caller 1: We can’t sell Product A.
Me: Why can’t you?
Caller 1: Because the comp plan pays a lower rate.
Me: So your reps won’t sell it. Raise the rate and they will.

Caller 2: We’ve had problems selling multi-year contracts.
Me: Do you pay your reps more for doing so?
Caller 2: No.
Me: Oh. Ok.

• The fix: Compensation plans should be the caboose, not the engine. Focus first on what you want the company to accomplish, then collaborate on the plans to model them based on those goals. If a company aims to increase their average contract values, for example, the comp plan should reflect that by rewarding reps for selling larger deals. If you want to sell to ideal customer profilet customers, give an extra bonus for those deals. 

5. Variable compensation isn’t everything

People often over-rely on compensation to drive different behaviors. Then they end up violating a bunch of the rules. A good example that I’ve seen in SaaS is having decelerators on discounted deals. I see the logic there: you want to discourage discounts, so you pay a lower commission rate. However, that type of behavior can be changed through coaching and setting up rules around who can discount and how much you can discount. That way you don’t risk further complicating your plans but still get the desired outcome.

Another example I’ve seen is activity bonuses, something like paying $200 every time a rep makes 500 cold calls in a month. Instead of outright compensating them for that, you should take the time to show them how making X cold calls results in Y meetings. (You can use our free Sales Funnel resource to help show this.)Then, based on your historical information, those Y meetings would result in additional revenue. It is a longer discussion, but one that causes them to want to do the behavior for the end goal rather than just to get a bonus.  

Compensation shouldn’t be used to replace coaching and support from managers. Instead, variable compensation should be used to reward performance and drive the right selling behaviors based on business goals. 

To schedule your own call with me, book time here. To learn why QuotaPath is the only rep-friendly commission tracking and compensation management software available, schedule a call with our team.

You’ve probably heard of sales compensation management software at some point. You may even have colleagues who’ve mentioned their own installs have come in handy. But what does the software actually do, and more importantly, is it worth it?

What is compensation management software?

Compensation management software helps salespeople and those in leadership track the number of sales metrics and commission plans related to their department. Depending on the platform, this can include:

1. Number of leads
2. Number of sales
3. Length of a sales cycle
4. Compensation plan
5. Sales commission tracking

This data can be used for various purposes, nearly all of which contribute to overall efficiency and efficacy.

Key features and benefits of compensation management software

Imagine you’re loading information into a spreadsheet by hand and relying on manual calculation. One numerical mistake or incorrect entry results in skewed outcomes. Incentive compensation management software paves the way for unparalleled accuracy.

There are other key benefits for your business, too.

Transparency

Forget black box data. Keeping your team in the dark regarding their own sales accomplishments makes people feel uneasy. It’s no surprise that anxious people tend to underperform.

The shared dashboards found on top-tier sales platforms enable everyone to have powerful insight. Your team knows where they individually stand and can see how they’re performing in relation to their coworkers. This can be a major motivator.

Identifying focus areas

Armed with vital information generated by incentive compensation software, salespeople can focus on strengthening their attributes. The software proactively identifies individuals or processes that need improvement. Now you can steadily collect data to help mentor your team or advise training to achieve better results.

Metrics & reporting

Speaking of metrics, those all-important numbers are easy to find using sales performance software. User-friendly interfaces make reports available at the simple push of a button. Plus, C-suite executives can take a look at will.

How compensation management software can improve quota attainment

Perhaps the best aspect of sales software is the power to fuel growth and inspire everyone to meet the team’s sales goals. Depending on the data, you may change your best practices and create a new plan for growth. Or, you may decide to reward the top performer or create a more targeted campaign for a new product.

Set and track personal and team goals

Goal tracking helps everyone keep the big picture in mind. Review relevant metrics and set goals specific to each individual. Remember, salespeople have different strengths and weaknesses. This is why blanket approaches to motivation are underwhelming.

Perhaps you have a team member who is great at warming up leads but has trouble closing. Maybe there’s a newer salesperson who struggles with an overlong sales cycle. With the right software, you can see what these pain points are and set goals designed to nurture improvements.

Help manage the pipeline

Sales pipeline management is the practice of keeping a pulse on every stage of the sales cycle. This not only applies to one sale but to the entire team’s active and prospective deals.

With a dashboard that displays everyone’s status, you can quickly identify what needs attention first. You can also see what your team accomplished over a specific time period. Perhaps more importantly, you’ll see what will be hitting the P&L sheet in the coming days, weeks, or months.

Gain easy access to historical sales data

If you want to make accurate sales projections, you need accurate data from past sales periods. This data can tell you a lot about sales cycles and engagement. Review activity by season, month, or territory. See which deals are most active, and track information about specific products or salespeople.

Why QuotaPath is the top sales performance software

Sales experts skillfully designed QuotaPath to be the compensation management software your team has been waiting for. Using our platform, you can:

1. Understand individual and team earnings and monitor quota attainment
2. Align your whole sales team to track performance, results, and revenue
3. Integrate with existing CRM tools, such as Salesforce, HubSpot, and Close, to pull in deal data automatically and in real-time

Lastly, we built QuotaPath to set up easily and affordably. No cumbersome interfaces with a giant learning curve, and no budget-busting onboarding fees. Just expert software that works for your department and team. Our commission software offers an alternative to your commission tracker Excel model and goes above and beyond to motivate reps.  

Teams that have used QuotaPath have seen increases in sales and overall rep happiness.

For more information, book a demo and see how QuotaPath can work for you. Or, skip ahead and sign up for our free commission tracking software.

Every month, QuotaPath collects nominations from our customers to name a Quokka of the Month. We’re thrilled to announce our QuokkaPath May winner below. To nominate a teammate, see past winners, and learn more about this initiative, check out our dedicated QuokkaPath page. 

What does “team player” mean to you?

For Kin Sales Manager Melissa Shah, our QuokkaPath May winner, teamwork translates to supporting her team as a coach and, more importantly, a teacher.

“Melissa is very understanding,” wrote Kin Sales Consultant Tonya Brey in Melissa’s QuokkaPath nomination. “She’s always willing to help and offer assistance in a smart and efficient way.”

Tonya added that, rather than just answering questions, Melissa slows down and shows her team how to address their challenges should they come up again.

“She’s always there to teach,” Tonya said.

One time, for instance, Tonya had several questions about an upcoming commission check. Instead of directing Tonya to Finance, Melissa pulled up QuotaPath, addressed Tonya’s concerns, and guided her through how to find this out next time.

“I love to instruct and coach, and I’ve found my role as a Sales Manager very rewarding,” Melissa said.

More on Melissa

The sales leader joined the home insurance platform Kin just under a year ago. Prior to Kin, Melissa served as a sales manager at State Farm for nearly seven years.

“Sales excites me because your effort determines your earnings and I truly enjoy helping my team reach their goals,” Melissa said. “I’d describe my management style as supportive, and I set the bar high.”

As for some parting leadership advice, Melissa had this to share:

“The folks in the trenches on the sales floor know a ton about the company (often more than I do) and I make no secret of that,” Melissa said.

Excellent tip!

Please join us in congratulating our May Quokka of the Month winner, Melissa Shah!

Nominations are now open for June’s Quokka of the Month. To recognize your teammate, answer six questions and learn more about QuokkaPath in the video below.

An appropriate commission tracking process allows businesses to improve performance by rewarding their employees. Unfortunately, many organizations use ineffective methods to manage sales compensation, which can slow down scaling efforts. Relying on outdated methods to track earnings based on a commission plan increases the risk of errors, low morale for your team, and delays.

So, how can you ensure you save time, reduce mistakes and motivate your employees?

Read on to learn three ways to clean up your commission tracking process and improve your organization’s performance.

Challenges to the commission tracking process

Information silos

First up: information silos. These occur when divisions or departments fail to share vital information. Information silos can hinder efficiency and growth in your company. As a result, missed opportunities, lack of synergy, and duplications of efforts may follow. Spotting and correcting information silos can allow you to open critical communication lines in your company and enhance performance.

Potential for error

Using outdated methods, such as spreadsheets or manual commission tracking, can lead to errors. According to the Corporate Financial Institute (CFI), 88% of spreadsheets have errors. These mistakes can cost your business losses to productivity or even lawsuits. Commission tracking inaccuracies can lead to poor organization, confusion amongst sales reps, and disincentivized top performers. Other issues with spreadsheets may include:

• Challenges in growing your company and the need to introduce more complicated sales compensation plans
• Flawed commission payments due to miscalculations from spreadsheet errors
• Minimized visibility into the tracking process for the commissionable reps, leading to a lack of transparency

Payrolls and accounting barriers

Sometimes the commission tracking process can be cumbersome when using manual methods. Even more, your accounting team may actually begin to fear each sales cycle’s end. The team will need to remember every employee’s comp plan. When an error happens, they end up getting blamed for commission inaccuracies. Payroll and accounting staff experience the following barriers:

• Time-consuming and cumbersome commission calculations
• Auditing and compliance challenges
• The payroll and accounting team has to deal with sales reps’ anger
• Manual commission tracking will likely result in miscalculations

Failure to achieve your organization’s goals

It becomes a challenge to meet your company’s vision if the accounting and sales teams spend significant time resolving commission errors. As a result, various departments in your organization start looking backward to solve disputes instead of focusing on business growth and expansion.

You risk suffering loss when your best sales account executives quit due to commission miscalculation frustrations. This can damage your sales and negatively impact your return on investment. But how can you make the commission tracking process straightforward and avoid the issues explained above?

Below, we share three solutions.

Standardize It

Document and standardize the tracking process steps to ensure you don’t make unnecessary mistakes. This is critical because when you need someone else to step in and fill in for you, they’ll know exactly what to do. Having multiple people serving as the “commission person” while following the same procedure will streamline the process and reduce confusion. Here are ways you can achieve better compensation management:

Tailor your report: No sales rep wants to go through bulky data to view their earnings. This should be quick and stress-free. You want to break down earnings by team member or region. With a commission tracking solution, this becomes simple to perform. Just pull customized data and send it to the appropriate individuals using a commission tool.

Label data clearly: Proper data labeling ensures all stakeholders can understand the numbers hassle-free. Software automation can allow you to customize an easy-to-understand dashboard for everyone to comprehend the data.

Create a logical flow: Ensure your information order is sensible for your sales reps. With sales commission software, you can set up customized mapping and reporting during onboarding and leave the rest up to the system.

Simplify It

Next, simplify it. Simplifying your commission tracking process will eliminate inaccuracies and allow sales reps to focus on the organization’s goals. Review the steps you created from standardizing sales compensation and see what needs improvement. Here are things you could adjust to make it simple:

Automate calculations: Feed your system of choice the required calculation algorithms and the necessary estimates to get the work done. One of the primary challenges of using a commission tracking spreadsheet is that it requires a heavy lift to combine data and calculate. They are complicated, and not everyone may understand how to use them. This often leads to a gatekeeper situation for commissions.

Provide real-time updates: This allows you to incorporate a large data volume and monitor it continuously. All the information you need is available in a few clicks. Real-time data enables you to accurately monitor earnings and stay privy to any late payments and sales rep bonuses. Most commission tracking platforms will offer integrations to popular CRMs. Just make sure they’re actually real-time and not data that only updates once a day.

Automate It

Lastly, lead generation has become highly competitive. Organizations need to find cutting-edge solutions that keep their teams happy and hungry for more. Automating your commission tracking process will help motivate your staff and maintain diverse individual commission goals, channels, quotas, and sales territories.

An effective sales commission software can help infuse more enthusiasm in your employees, reinvent your commission reporting and open up new possibilities. Efficient commission tracking software helps you with the following:

• Accurate quota setting
• Timely and insightful report delivery
• Dispute resolving and answering questions
• More sales insights
• Little or no manual intervention
• Behavior and sales progress analytics in real-time
• Implement and track an ad-hoc SPIF or bonus
• Complicated compensation plan management
• Analyze how the new plan will impact your organization
• Introduce a new comp plan and scale

Clear up your compensation formulas with QuotaPath

We end with this. Don’t let your commission tracking process hinder your business.Instead, let QuotaPath streamline your sales compensation process while motivating and retaining top-performing reps. Try our free commission tracking software. Or, schedule a time with a member of our team to see how we can take on comp management for your organization.

The tech downturn is in full swing. Recession talks have dominated the headlines as interest rates saw the highest jump in 22 years and the stock market continues to fall. We’ve watched companies like Netflix, Carvana, and Noom enforce layoffs in the past week, with economists predicting many more in the coming months.

Founders, myself included, have begun having conversations with one another, advisors, investors, and our leadership teams to plan accordingly.

Should we find ourselves in another economic downturn, fresh off the heels of the short (yet painful) one brought forth by the pandemic in 2020, we want to be prepared.

A primary driver of the tech downturn

In the technology sector specifically, a leading cause of this volatility hails from multiples on business valuations that come in much higher than their revenue.

For context, we typically see funding announcements with valuations that amount to 10x to 20x company revenue. But at the beginning of 2021, we started seeing multipliers 50x, 100x, even 250x revenue. 

Companies that received huge funding rounds ended up directing significant percentages of those fundings toward customer acquisition costs (CAC). They spent, for example, $30 to $40 million of their $50 million investment on marketing efforts to hit $10 million in revenue. On the outside that looks like a bump to $10 million. But what does the company have to show for it? The CAC far outweighs the revenue, which means they can’t raise at the same multiple again and risk a down round. A down round occurs when an investment leads to a lower valuation.

So, what do leaders do in this position? They reduce the amount of money they spend each month. We refer to this as “burn.”

Investors have begun instructing executives to conserve cash and cut costs via headcount reduction (aka layoffs) or eliminate unnecessary spend. See: Bloomberg’s “Tech’s High-Flying Startup Scene Gets a Crushing Reality Check.”

Where QuotaPath fits in

Fortunately, and unfortunately, I’ve been down this road before. 

I took my first job in sales fresh out of college for a PR SaaS platform in 2007 during a recession. Think about that. PR is one of the last industries you want to be selling into when the economy is down. Many of the people I spoke with didn’t know if they would have a job the next week. 

But we shifted our mindset. Instead of selling one to two large contracts, we went after six to eight smaller, quick deals to hit our targets. And it worked.

We applied a similar mindset in creating QuotaPath in 2018. 

We purposely think about our customers and how economic shifts can impact their hiring plans. We recognize that in times of uncertainty, companies look to cut the burn, whether that’s people or platforms.

We positioned ourselves from the beginning to serve as the commission tool that can move with sales teams as their needs change. We keep our prices transparent and have built a product-led growth model that scales with businesses no matter the size. It doesn’t make sense for businesses to overpay.

Teams can implement QuotaPath quickly. Our platform allows for fast adjustments in the system, whether that’s adding/removing users or building a new compensation plan.

Even more, we created QuotaPath’s product to play a much larger role than automating commission tracking. 

We are the only compensation management software that actually motivates teams, which has led to higher sales, team attainment, and rep retention.

Ask Dennis Dube, SVP of Commercial Operations at OSG, Blackthorn’s VP of Sales Joe St. Germain, or RoverPass’s Director of Sales Kristen O’Hara. 

Each of these sales leaders, and many more within our QuotaPath network, can attest to the effect of reps being able to see how their next deal impacts their personal and professional goals. Dennis, for instance, finished 2021 with the highest sales year reported in company history and 70 percent of his team achieving quota. 

Motivating your team, keeping spirits up, and driving revenue as reps question their job security will be especially important through the remainder of 2022 – and likely into 2023. 

Choices ahead

No doubt, every leader has already begun to evaluate how to maximize revenue and where to save money. We have had those conversations here and will continue to do so. 

But we will not be cutting people or programs that have empirically shown to increase productivity, motivation, and retention. We hope you’ll consider the same. 

As always, our team is here to support you, and that includes support from me. 

Feel free to reach out, aj@quotapath.com, if you have questions about optimizing your QuotaPath experience, or, if you’re a leader looking to chat through today’s economic landscape.

Sincerely,

AJ Bruno

The power of an intentional compensation strategy goes a long way. That, paired with a streamlined, automated sales compensation process can stretch success even further. At least that was the case for OSG (now EverView) after they consolidated 35 comp plans into one and adopted QuotaPath’s Salesforce commission tracking integration. 

We’ll get into how OSG’s sales team had the best sales year in company history in a moment. But first, some history.

In August 2020, each member of OSG’s 80-person sales team followed one of 35 sales comp plans. Some of these plans included as many as 12 components. And all of these plans leaders and reps tracked by hand.

Enter Dennis Dube, who joined OSG around this time as SVP of Commercial Operations. Upon his arrival, he helped lead an internal survey to gauge seller satisfaction with OSG’s sales compensation management methodology.

‘Mo comp plans, ‘mo problems

The survey revealed that OSG sellers spent two hours per week manually calculating commissions. Additionally, half of the reps admitted to not understanding their comp plans and how they get paid.

“At the time, sellers didn’t know how much their paychecks would be until they received those checks,” Dennis added. 

That’s what we call in the biz a significant problem. Because, as sales leaders, how can you motivate positive sales behaviors if your reps don’t understand the benefit of doing so? Still, it took one more “final straw” moment for Dennis to ignite change in OSG’s sales commission reporting process.

While traveling with his son on a Saturday afternoon, the operations leader received a panic-stricken message from a coworker.

“The text said that if I didn’t approve a commission calculation within the next hour, then our sellers wouldn’t get paid on time,” Dennis said. 

“It was then that I knew it was time to get a better system in place.”

First up, Dennis and his leadership team restructured OSG’s compensation plans to align with a more strategic selling model. Then, once OSG dropped from 35 plans to eight, Dennis introduced QuotaPath’s Salesforce commission tracking integration to remove manual entry.

The outcome?

The best sales year in OSG history with 70 percent of the team meeting quota and 20 percent meeting 90 percent of quota.

More on OSG’s successes below. 

Integrated Salesforce commission tracking 

Dennis hoped to find an integrated Salesforce commission tracking solution that could support their projected growth. Their ideal solution would be easy to navigate and user-friendly for sellers.

Furthermore, he and his team wanted a frictionless solution that their Ops department could quickly organize, implement, and update. AKA: scalability. Both Ops and Sales also requested a commission tracking platform that would save time preparing and facilitating sales commission payments.

After exploring a couple of options, Dennis moved forward with QuotaPath in September 2020.

“The ease to get up and running with QuotaPath was a big plus — that and QuotaPath’s real-time Salesforce integration,” Dennis said.

Compensation plan strategy

Comp plans should motivate sales reps and attract the best talent.

If reps don’t understand their comp plan, it becomes a huge roadblock. Instead of driving selling behaviors and rewarding performance, convoluted comp plans slow down teams and discourage reps. This ultimately leads to frustrations across the sales function and eroding trust between reps and leadership. 

So, to address OSG’s confusing comp plan modeling, OSG leadership condensed the plans. They reduced them to eight in 2021 and to one in 2022.

Upon consolidating the plans, Dennis and his leadership team seamlessly added them into Quotapath. By doing so, they provided reps with immediate visibility into their earnings, forecasted commissions, and attainment.

“Our comp plan was easily measured and viewed by our sellers in QuotaPath, which drove positive selling behaviors,” said Ron Morgan, OSG’s Director of Commercial Operations.

(Did you know we offer comp plan strategy consultations? Book a time with Graham here.)

Top-down communication

Another driving force behind OSG’s recent successes involved its top-down communication.

In the months after Dennis started at OSG, leadership focused on establishing a sales culture of accountability and leaned on QuotaPath to help. 

QuotaPath enables sellers to visualize their objectives. Reps can see when they reach 100 percent, how close they are to the next accelerator, and the impact of the next deal. That’s in addition to tracking real-time commissions and forecasted earnings. 

As such, leaders over-communicated the comp plans and the areas the team should focus their efforts. Then they directed reps to QuotaPath to answer their commission questions.

When reps had compensation questions on specific deals, Ron said leadership would ask, “Have you checked QuotaPath yet?” 

Empowering reps to seek out their commission questions while giving them a tool to visualize their success led to a 95 percent daily adoption rate amongst OSG’s 80-person sales team. 

Conclusion

OSG completed a comp plan makeover, increased compensation visibility through QuotaPath, and created a new targeted sales structure. In doing so, OSG achieved its highest sales year to date. If you’re ready to re-think sales compensation and automate commission tracking in a way that actually inspires changed selling behaviors, let’s chat!

Learn about the crucial role an account executive plays as we define what is an account executive, how this role compares to other sales positions, and average AE salaries.

The term account executive is thrown around quite often in the sales world, but many people still don’t understand what the role truly entails.

Perhaps you’re researching a career in an account executive position, or maybe you’re just new to the sales industry and want to ensure you have a solid handle on organizational hierarchy. Either way, find out everything you need to know in this guide about account executives, their responsibilities, and earning potential.

What is an account executive?

Account executives are salespeople who create relationships with new customers with the overarching goal of driving revenue. Account executives, or AEs, may create and nurture client relationships by attending networking events, doing research, making sales calls, and visiting potential and current clients in person.

What do account executives do?

Most account executives tackle a core set of responsibilities as part of their daily duties. That usually includes some combination of:

• Researching and identifying prospects
• Establishing “ins” at a company via networking
• Pitching and presenting onsite or conducting virtual presentations and demos
• Maintaining relationships
• Addressing customer questions and/or potential issues during the leadup to a sale
• Pushing to reach sales quotas and targets
• Staying up to date on market and industry trends

The exact “day in the life” of an account executive may differ depending on the structure and size of the AE’s employing company. For example, at some companies, AEs enter the sales process when it’s already underway to help finalize the sale and convert prospective customers.

At smaller companies, such as a SaaS startup, an account executive might own the entire sales process, tackling every step from start to finish. That includes kicking off the relationship with a cold email or call and wrapping up the final sales contract when it’s time to close.

Some AEs don’t come into the picture until immediately after the deal wraps. They step in when it’s time to onboard the client and identify upsell opportunities.

Those significant differences in roles and duties mean more opportunities for AEs who want to lean into a specific part of the sales process. For instance, say you’re not great at breaking the ice but you’re known for your ability to close. You could look for an AE role at a company that primarily relies on account executives for the latter part of the sales cycle.

Key skills for an account executive include:

• Exceptional presentation and communication skills
• Well organized
• Analytical
• Ambitious
• Empathetic
• Goal-oriented
• Proactive
• Strong problem-solving abilities

What’s the difference between account executives and account managers?

Depending on the company, a sizable overlap between account executives and account managers may exist. Both positions involve working directly with customers. In some organizations, the AE actually acts as an AM, playing a dual role.

In most instances, AMs only come into play after a prospect signs the contract and moves from prospect to customer. At this time, the account manager serves as the liaison between the company and the client through the duration of their contract.

Account executive vs. sales development rep

Sales development representatives (SDRs) are primarily focused on outbound prospecting. They govern the part of the sales process that deals with researching and contacting potential clients. Unlike account executives who might dabble in multiple portions of the sales cycle, SDRs only source and qualify leads.

An account executive might also do the work of a sales development representative, participating in lead sourcing and qualification. This is more common at smaller organizations, where AEs run prospecting efforts until the company builds an SDR function. But very rarely, if ever, would an SDR cover the same job responsibilities as an AE.

Are account executive roles entry-level?

Yes and no. Account executive roles may be entry-level if the company is younger or smaller. Larger companies with more complex sales department structures may require AEs to have more extensive experience. Or, they may have several types of AEs with different salary packages dependent on experience.

Smaller companies and startups often ask AEs to have more experience. That’s because their responsibilities extend beyond what most AEs typically do. Account executives who also act as SDRs or account managers will need a more expansive skill set. Therefore, it’s helpful if they’ve held those other roles earlier in their career.

We see Senior AEs typically defined as account executives with at least two or three years of previous experience. These AEs usually have higher sales targets (and on-target earnings) than entry-level AEs and larger customers.

Average salary for an account executive

According to Indeed.com, the national average base salary for account executives in the United States is $68,055. In addition to base salary, account executives may be eligible for common benefits and variable compensation. These might include a cash bonus (averaging $15,000 per year) and commission (averaging $24,000 per year). Some organizations track and calculate this manually, while others lean on platforms like QuotaPath, to provide automated commission tracking and compensation insights.

There are also job perks like a 401(K), gym memberships, health/dental/vision insurance, disability insurance, wellness programs, and flexible scheduling. The exact compensation package depends on the company and the market.

For comparison, account managers in the U.S. averaged $58,357 per year, and SDRs average annual salaries of $68,837. Betts 2022 Compensation Guide also offers additional sales salary info and year-over-year earning trends.

So, is being an account executive a good job? For hard-working, organized, solid communicators, yes! But this role requires balance and attention to detail that won’t fit everyone’s needs. We recommend connecting with a peer currently in an AE role to learn first-hand what the job is like.

Are you an existing or aspiring account executive interested in finding a better way to track commissions? QuotaPath’s commission tracking software takes the mystery out of payday and scales with your team as you grow. For more information about how you can get more accurate, straightforward compensation results, try QuotaPath for free today.

QuotaPath users recognized our solution as a sales compensation management leader in the space once again via G2 rankings.

Recently, the peer-to-peer user review platform awarded QuotaPath a series of badges in the Sales Compensation category. These included Users Love Us, which we earned after collecting 20 4.0-star reviews, and Easiest to Do Business With. 

Our approach to sales compensation management allows go-to-market teams to run a more efficient and accurate sales process. With real-time data syncs and personalized dashboards, QuotaPath forges a deeper understanding of earnings, forecasted commissions, and quota attainment. As a result, our approach and technology have led to more motivated teams and higher team attainment.

Before sharing our new badge list, we want to thank our users who rely on us for accurate commission tracking. Without your feedback and your ability to recognize QuotaPath’s capabilities, we wouldn’t be where we are today. So, thank you!

Our goal

Since 2018, it has been our goal to ensure reps understand their earnings and the impact the next deal has. As we grow, we will continue to support commission necessities and expand to support the entire compensation process.

In the past year alone, we grew our feature set by more than 100 percent. Much of these additions came at the request of our customers. These new features fostered in-app collaboration while building out technical intricacies to support more complex plans. We will continue to listen carefully and grow alongside the scaling teams we support. 

Furthermore, fresh off the heels of a $41 million Series B, we remain committed to our mission and users. Sales compensation leaves a lot of room for error in comp plan design and throughout calculations and payouts. We aim to fix it. Looking ahead, we’ll drop new resources that minimize errors at the beginning, middle, and end stages of the compensation process. Stay tuned!

Additionally, we’ll double down on the six key areas where QuotaPath stands out in the sales compensation management space. 

Why QuotaPath is a sales compensation management leader

1. Reps can easily learn and pickup the platform.

First, our Dashboards, Earnings, and Attainment views give sellers the ability to see their earned and forecasted commissions in real-time. This ease of use lends itself to high adoption rates amongst sales teams. In fact, we see reps pull up QuotaPath immediately after closing a deal to check their commissions and attainment. 

“Reps can jump in and figure it out on their own. It’s so easy to use!” said RoverPass’s Director of Sales Kristen O’Hara. 

2. Reps can forecast future commissions.

Secondly, money often acts as the leading motivator for sales reps. We created QuotaPath with exactly that in mind. Using our sales commission software, reps can see how deals in their pipeline translate to future dollars earned. 

“Our reps realized they could run scenarios and see how much they could earn from our monthly kickers,” said Blackthorn VP of Sales Joe St. Germain.

As such, Joe’s reps pushed harder to bring in deals now, versus letting deals linger into the next month. A record year of sales for the Blackthorn team followed.

3. Fast implementation and integration syncs.

In addition to QuotaPath’s ease of use in the platform, we designed our integration syncs to be set up quickly.

Our set-up wizard enables first-time users to integrate their CRM in 4-steps and build out comp plans and rules. 

For example, Tribe Dynamics set up QuotaPath and their HubSpot integration within one week of their demo. 

4. Actual native integrations with CRMs vs. manual refreshes.

Speaking on integrations. QuotaPath’s robust platform has a unique offering with multiple native integrations and an open API. Native integrations with Salesforce, HubSpot, and Close CRMs ensure the accuracy of the data without the need to double-check. Users don’t have to refresh the page. This may not seem like a big deal today, but at the end of the quarter, it is. 

If your sellers and Finance currently track and calculate commissions manually, these native integrations act as an incredible time saver.

Just ask Katie Cooper at Muck Rack, who used to spend one week calculating commissions for a team of 10. Today, she runs commissions in less than six hours for a team of 70. 

5. Pricing transparency and no implementation fees. 

Our new G2 badge, “Easiest to do Business With,” reflects our transparency around pricing. Our pricing model includes never charging implementation fees. 

We offer three pricing packages — including a free version — that can scale with teams. 

6. Assistance with compensation planning strategy.

As mentioned above, our focus this year centers on supporting teams through compensation design. We will continue to share resources and modeling tools to help. However, in the meantime, book a one-on-one call with our Resident Sales Nerd Graham Collins.  

These six differentiators have contributed to our recent badge work on G2. Take a look at our Spring recognitions below. 

G2 Spring Recognitions

• Most Implementable: Fast onboarding. Easy to learn. That’s us!

• Best Results: Implement QuotaPath, see immediate time-to-value.
  
• Best Relationship: Our team won’t let you fall through the cracks. We’ll be by your side the entire time.
  
• Leader (Small-Business): High ratings in sales compensation? That’s us.
  
• Fastest Implementation (Mid-Market): We have the shortest go-live time in our category and average onboarding times of less than two weeks.
  
• Easiest Admin (Small-Business & Mid-Market): A callout to our intuitive design and set-up wizard.
  
• Momentum Leader: Not us ranking in the top 25% of our category? Why yes, yes it is.
  
• Easiest To Do Business With (Mid-Market): If you haven’t met our team yet, you should. 

• Easiest To Use (Small Business): The most common feedback we hear from our customers is “It just works.”
  
• High Performer: Our customers reported high customer satisfaction scores. Probably because a lot of the teams we’ve worked with have seen immediate increases in sales productivity. 

In closing, users have consistently expressed love for QuotaPath and our ability to both save time and motivate their teams.

If you want to see what the hype is all about, we’d love to chat with you! Book a time with our awesome team. And, see how QuotaPath can help with your sales commission tracking and compensation management today. 

When sales technologies are optimized, teams note quantifiable improvements in metrics like pipeline, close-rates, and forecast accuracy. So, it makes sense that high-growth companies deploy more sales tools than laggards and achieve a 5 percent improvement in quota attainment as a result.

But implementing the right tools can be tricky.

RevOps leaders tasked with identifying impactful sales and marketing ops solutions must sift through a lot of noise. For instance, 1,200 available solutions across 43 different categories crowd the sales technology market. 

The vast array of options makes it harder for leaders to figure out which technologies to go with. 

To help, we’ve sourced a few of our favorite tools! Then we checked out customer review sites and case studies to learn what users love best about each of them.

1. CRM

Customer relationship management (CRM) platforms help salespeople enhance their daily schedules and prioritize tasks. With a CRM in place, reps are less likely to lose track of customer and prospect follow-ups. CRMs also ensure that information accrued by your sales team is accessible across your entire company in one centralized system. CRMs store customer data and communications. They facilitate tracking and nurturing customer and lead relationships and act as a single source of truth.  Pro tip: Before using a CRM, it is best to make sure that the device is optimized (clear the RAM, remove applications that launch at login, etc.). Then your work with CRM will be fast and smooth.

 HubSpot

Hubspot is an easy-to-use CRM platform with all the tools and integrations you need for marketing, sales, content management, and customer service. Plus, it supports hundreds of app integrations (including QuotaPath).

Their customers love how simple it is to use. SalesOps professionals specifically appreciate how easy it is to generate dashboards, reports, and filters, and how smoothly it integrates into the marketing module.

Hubspot’s Sales CRM helps sales teams close more deals, manage client relationships, and track team activities.

Salesforce

Salesforce CRM can be used by businesses of all sizes.

Their customers love how customizable and versatile the platform is, so it can be used by many industries. Salesforce’s resources, third-party integrations, including QuotaPath, and their reporting structures are excellent.

Salesforce helps companies manage prospect relationships, communication, lead tracking, opportunity conversion, and gauge success through reporting.

Close

Close CRM focuses solely on the needs of SMBs and scaling teams. It is a sales engagement CRM designed to help SMBs turn more leads into revenue.

Close CRM’s customers love the interface because it’s easy to navigate and very intuitive. They also love the robust filters and sorting functions as well as the automated email tracking function in Close CRM.

Close lets you email, call, and text your leads, all without add-ons. The platform includes productivity tools like task reminders and a Power Dialer to reach more leads, follow up more often, and close more deals. And, Close CRM integrates with QuotaPath.

2. Chili Piper

Chili Piper is an advanced scheduling and routing software for B2B revenue teams.

Customers love the platform for its ease of use and ability to simplify the process of scheduling calls and meetings. Not only does the platform streamline scheduling, it facilitates rescheduling, reassigning, or updating meetings and invites. Chili Piper also gives you the ability to set up round-robin functionality for call and demo distribution with smart routing capabilities to assign accounts. Their customers also love the assortment of integrations offered by Chili Piper.

Chili Piper helps revenue teams double their inbound conversion rates, increase customer satisfaction, and increase productivity in terms of scheduling.

3. Jiminny

Jiminny is a conversation intelligence platform that records, transcribes, and analyzes customer conversations.

Customers have shared they find the platform easy to use. They love that Jiminny simplifies coaching by highlighting key coaching moments and encourages more coaching through self and peer-to-peer coaching. It also provides performance and deal analytics, and simplifies internal communication. Jiminny customers also praised the company for offering up excellent customer support!

Jiminny helps companies shorten new hire onboarding times, simplify and improve sales coaching for continuous rep performance improvement, update sales processes, and increase forecasting accuracy.

4. Contractbook

Contractbook is an end-to-end contract management platform that enables you to manage your contracts in a single, streamlined flow. The platform allows you to automate every step with data-driven document automation to save time and avoid errors.

Contractbook’s customers say their technology makes life easier by ensuring consistency across teams and finalizing contracts more quickly. The solution allows customers to see when a client has viewed a contract or requested a re-send. It also flags changes to the contract and notifies when a client has sent a contract back. You can also autogenerate contracts and create new documents from templates.

Customers have also applauded Contractbook’s intuitiveness and its large list of integrations.

5. QuotaPath

QuotaPath is a sales compensation management tool with real-time data syncs and personalized dashboards for greater rep and leader transparency and understanding of earnings and quota attainment.

Customers love the platform because it saves time by replacing error-prone manual tracking processes with sales incentive automation. It’s set up for RevOps, Finance, and Sales to use, and it’s not uncommon for reps to pull up QuotaPath immediately after closing a deal. This leads to high adoption rates and rep motivation because reps can actually forecast commissions, too. 

QuotaPath helps measure sales performance, deliver results, and drive consistent revenue. The platform helps businesses save time by automating commissions, increasing transparency around even the most complex comp plan, eliminating compensation errors, and driving success. 

Plus, the team offers a wealth of knowledge in compensation planning and partners with companies to design plans that drive positive sales behaviors. 

6. Blissfully (acquired by Vendr)

Blissfully is a platform for managing every aspect of your technology stack.

Customers have shared that the solution has helped them pump transparency into their SaaS spend by automating the process. The onboarding and offboarding processes in Blissfully give customers the ability to create standard checklists per department to follow when a new employee starts or leaves. Blissfully manages the process and sends reminders so no details slip through, which matters for SOC 2 audits.

The Blissfully platform provides organization, automation, and security to every aspect of your technology stack. It simplifies business operations, streamlines on- and offboarding, optimizes SaaS and IT spend, and improves security and compliance.

Still need help building a sales tech stack that your team will actually use? Check out the recap and recording of our webinar, “How to Build a Sales Tech Stack Your Team Will Actually Use.”

And, when you are ready, you can find out how QuotaPath can add immediate value to your sales tech stack today. 

In this blog, we connect with QuotaPath Systems Engineering Lead James Truty to get an inside peek into the QuotaPath HubSpot CRM integration. To automate commission tracking via HubSpot and QuotaPath, learn more here. 

QuotaPath’s Engineering Lead James Truty has a lot of experience setting up system integrations throughout his career. 

A lot, as in 20 system integrations since 2008. 

At QuotaPath specifically, James led the sales compensation management platform through its first integration in 2019 with Salesforce. This allowed users to automatically feed real-time deal earnings data from Salesforce into QuotaPath.

Even more, the Salesforce integration set the stage for QuotaPath’s second CRM integration with HubSpot a year later. By applying the lessons learned from the Salesforce sync, James and team cut the delivery time down from 20 weeks to six with HubSpot.

At the beginning of 2021, HubSpot CRM users could fully automate and track sales commissions using QuotaPath. 

Users of both platforms shouted with glee and saw immediate successes. (Check out Muck Rack’s story here and Tribe Dynamic’s here)

QuotaPath’s ongoing relationship with HubSpot

And so began QuotaPath’s blossoming relationship with the makers behind the orange-adorned marketing, sales, customer service, and CRM software. Just months after announcing the QuotaPath HubSpot CRM integration, for instance, HubSpot invested in QuotaPath via HubSpot Ventures.

“For sales teams, the CRM is the center of every customer interaction. QuotaPath helps by bringing a part of the CRM that doesn’t exist today — there’s no real way to calculate earnings and commissions off of CRM data,” wrote Brandon Greer in HubSpot’s announcement.

The following fall, QuotaPath added the ability for HubSpot users to view their QuotaPath-tracked commission data directly in HubSpot. Called QuotaPath Earnings, this allowed users to see everything without having to toggle between the two systems. 

Then, this past Spring, QuotaPath became a HubSpot certified application by passing additional HubSpot tests and security protocols. 

So, what’s behind the relationship between QuotaPath and HubSpot, and what can users of both systems expect next? 

To learn more, we turned to none other than James Truty!

Hi, James!

James started at QuotaPath in 2019, which made him one of the first employees at the company. The engineer has over 14 years of experience, five of which he dedicated to TrendKite where he met QuotaPath Co-Founders AJ Bruno and Cole Evetts. When James isn’t at the office, he can be seen at local breweries with his wife and kids, checking out new parks, or riding his bicycle. 

First, what constitutes a “solid” integration from a technical perspective?

James: A good integration starts with documentation and good tooling for our developers. The integrations that we can complete in the fastest amount of time with the fewest resources on our side are the ones that are documented really well. For example, CRM integrations require a lot of test data and test accounts, which can be a burden and drive costs. So, when you have that information and data upfront, it makes a CRM integration much easier. 

How come the HubSpot integration took significantly less time than the first one?

James: Integrations get easier over time as you develop the product. We hammered out a lot of things, such as UI and data integration with our first one with Salesforce. This made it easier to verify that the integration worked in HubSpot and that changes in HubSpot immediately reflected in QuotaPath.  

Additionally, we were able to work really closely with HubSpot from the beginning to build a native integration through our platform. This was a big differentiator over the previous system integration. We knew from our learnings with Salesforce that we could make a very smooth integration with very few clicks and have that be useful for importing a customer’s data over and keeping it synced.

Tell us how QuotaPath’s native integration with HubSpot has evolved. What’s next? 

James: Initially we only supported HubSpot “Deals” in QuotaPath. Since then, we’ve added more objects as customers have needed them, such as “Tickets.” This allows teams to base commissions off more than the deal value. For example, a sales rep might earn commissions when a deal closes based on the deal amount. But a different rep on a different team might earn commissions from tickets closed. By supporting multiple objects and fields within those objects, users have the flexibility to track and automate commissions to align with how they actually earn money.

Up next, we’ll continue to build support for more objects and fields that will help us better support other sales roles, like SDRs, through commission events. 

Lastly, congrats on leading QuotaPath’s HubSpot certification on the app marketplace! What exactly does this mean?

James: Our app passed an additional technical review conducted by an internal HubSpot team of developers. These tests evaluated the security of our data, the speed of application, and a few other items. We had already met most of HubSpot’s requirements, so when we applied for certification, it took just over a week to finalize. 

HubSpot’s Certification Metrics for QuotaPath:

• Success rate above 98% for all activities (HubSpot requires 95%)
• 100+ Customers using integration (HubSpot requires six)
• Authenticated via OAuth and assessed for HubSpot’s security best practices
• Numerous other metrics tied to privacy, reliability, performance, and usability

Final Thoughts 

“We’ve had good support and feedback from our HubSpot customers overall,” said James. “They like that it’s quick to use and quick to set up. We want to continue that as we build more features and integrations.”

If you’re already utilizing HubSpot and thinking about using QuotaPath to help track commissions and earnings, you’re already halfway there! Take your research journey to the next level and see how the QuotaPath HubSpot CRM integration works in a custom demo.

A message from CEO and Co-Founder AJ Bruno regarding the QuotaPath Series B announcement.

Today, we’re excited to announce our $41 million Series B, led by Tribe Capital! 

Before we dive into the specifics of the announcement, I wanted to share a few thoughts on what this funding means to us and what we’re building at QuotaPath.

First, Tribe Capital has a reputation for investing in companies that embrace and execute successful product-led growth models. This means the product steers an organization’s go-to-market strategy, and it’s been our approach since our 2018 inception. 

Tribe also packs a ton of sales experience, especially Sri Pangulur, who has served in executive sales roles at companies like Cloudflare, Datacoral, and Trace Data, and who will join our board. Additionally, Tribe has a machine learning-focused fund that aligns with where we aim to take sales compensation management next.

It’s incredibly validating and exciting to have Tribe’s backing. 

We have their confidence as the winners in the market. They trust the makeup and experience of our team and leaders. They believe in our point of view that sales reps should be excited about their comp plans and commissions (and that if they aren’t your team is doing it wrong). 

I don’t know how else to say it other than it feels like we’re an unstoppable machine. 

With this Series B, we will:

• Continue to work with talented individuals and build a culture that embodies mission, vision, learning, and growth, and in an environment where people enjoy working with one another. 

• Develop a platform that thousands of go-to-market experts rely on for commission tracking and when they need help understanding how new roles and teams impact compensation and revenue growth.
  
• Double down on our differentiators that have captured the hearts of teams that previously used spreadsheets or other commission software.

Additional details of the funding are below, but I leave you with one of my favorite quotes:

“It’s about the Journey. Not the Destination.” We’re excited and thrilled to take this next step in our journey. 

 — AJ Bruno

Inside today’s announcement:

Tribe Capital joins our existing investor group of Insight Partners, ATX Venture Partners, Stage 2 Capital, and Integr8d Capital. 

“Backing QuotaPath was an easy decision,” said Sri Pangulur, Partner at Tribe Capital, who will join our board. “As the only major player in the space with a product-led-growth sales motion, we believe QuotaPath can become the dominant commission tracking software for companies of all sizes while growing alongside its customer base.”

The funding comes 9 months following our Series A, in which we’ve since tripled our revenue and doubled our team.

Our goal remains to help reps and revenue leaders be more successful in their roles. When reps trust their comp plans and can visualize the impact of the next deal, we’ve seen that they sell more. (See: OSG, Blackthorn, Sapling.)

We will continue to automate commissions while branching out with new functionalities that support the entire compensation process.

For example, QuotaPath customers can expect to see new CRM, ERP, and payroll integrations. We’ll also drop additional compensation resources that ensure your team has the most impactful variable pay models in place. (Resources like our OTE:Ratio calculator that are free and open for anybody to use). 

Our team of “Navigators” is growing, too. Our engineering and sales teams will see the most growth, yet every department will add roles. If you’re curious, empathetic, and interested in making a big splash in the sales compensation space, we want to hear from you! (To explore our open positions and learn more about our values, check out our careers page.)

Before we return to our usual programming, we’ll leave you with a few points of pride:

Where we stand out:

QuotaPath is the only sales compensation management platform that:

• Gives reps the ability to forecast future attainment
• Runs native CRM integrations for real-time visibility
• Offers free sales comp plan strategy consultations
• Does not require any type of coding or formula building
• Shares transparent pricing
• Charges zero implementation fees
• Onboards teams in days after signing (not months, like our competitors)
• Invites users to get started for free 

Thank you to everyone who has joined us on this journey! To learn how QuotaPath can help your team get sales compensation right, book a time to chat with us.