executive-compensation

Canonical GTM compensation strategy — philosophy, role-by-role plans, stage- appropriate OTE, accelerators, SPIFs, and executive gates. VP/CRO offer clauses, variable gates, equity, severance, clawback, and Pavilion-style revenue-quality comp. Grounded in Sam Jacobs (Pavilion), Mark Roberge, McMahon, Bridge Group, and CRO Council benchmarks. Use when designing comp plans, OTE/quota, annual comp review, VP/CRO offers, or board comp approval. Triggers on: "GTM comp strategy", "comp plan design", "OTE calculator", "quota design", "executive comp", "CRO compensation", "VP Sales offer", "accelerators", "SPIF vs plan change", "Pavilion comp", "Sam Jacobs comp", "revenue leader compensation".

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Repository: LeadMagic/gtm-skills
Last source activity: July 7, 2026 at 19:58
Detected SKILL.md language: English
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Forks: 12

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abm-1-to-1

Execute Strategic ABM (1-to-1) for 5-15 high-value accounts — custom microsites, executive engagement, direct mail, board-level connections, custom content. Triggers on: "1-to-1 ABM", "strategic ABM", "custom ABM", "key account marketing", "named account".

2026-07-07

abm-1-to-few

Execute ABM at Scale (1-to-few) for 15-50 clustered accounts — semi-custom campaigns, industry-specific content, persona-based plays. Triggers on: "1-to-few ABM", "ABM scale", "cluster ABM", "industry ABM".

2026-07-07

abm-1-to-many

Execute Programmatic ABM (1-to-many) for 50-200+ accounts — automated personalization, scaled outbound, lookalike expansion. Triggers on: "1-to-many ABM", "programmatic ABM", "scaled ABM", "automated ABM".

2026-07-07

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name	executive-compensation
description	Canonical GTM compensation strategy — philosophy, role-by-role plans, stage- appropriate OTE, accelerators, SPIFs, and executive gates. VP/CRO offer clauses, variable gates, equity, severance, clawback, and Pavilion-style revenue-quality comp. Grounded in Sam Jacobs (Pavilion), Mark Roberge, McMahon, Bridge Group, and CRO Council benchmarks. Use when designing comp plans, OTE/quota, annual comp review, VP/CRO offers, or board comp approval. Triggers on: "GTM comp strategy", "comp plan design", "OTE calculator", "quota design", "executive comp", "CRO compensation", "VP Sales offer", "accelerators", "SPIF vs plan change", "Pavilion comp", "Sam Jacobs comp", "revenue leader compensation".
license	MIT
compatibility	Claude Code, Jesse, Codex, Hermes, Windsurf, OpenCode, Gemini CLI, Copilot, Zed, VS Code, Goose
metadata	{"version":"1.2.0","author":"LeadMagic","category":"management-leadership","tags":["executive-comp","gtm-comp","cro","vp-sales","pavilion","ote","quota","equity","severance","clauses"],"related_skills":["gtm-role-descriptions","founder-comp-playbook","gtm-leadership","sales-team-building","revenue-team-onboarding","equity-management","employment-compliance","financial-modeling","board-meeting-prep","saas-outcomes"],"frameworks":["Sam Jacobs (Pavilion) — Revenue leader community and CRO comp standards","Pavilion — CRO Council compensation benchmarks","Bridge Group — SaaS leadership compensation surveys","Jason Lemkin (SaaStr) — VP Sales hiring and failure modes","Mark Roberge — Sales Acceleration Formula leadership comp","Frank Slootman — Unified exec metrics, consumption-aligned sales comp (Snowflake)","John McMahon — CRO variable tied to forecast quality and productivity per rep"]}

Executive Compensation

Overview

Canonical home for GTM compensation strategy (IC through CRO). Comp is a behavior design system, not a headline OTE. CRO packages that pay only on bookings create mercenary quarter-end deals, logo churn, and sandbagged forecasts. Pavilion's CRO Council — led by Sam Jacobs — gates variable comp on revenue quality: net new ARR, NRR, and efficiency (Rule of 40 / EBITDA), not bookings alone.

Master playbook: references/gtm-compensation-strategy.md (Pattern 35).
Role × stage matrix: references/comp-by-role-stage.md.
IC bands + templates: gtm-role-descriptions → comp-benchmarks.md.
Founder budget / negotiation: founder-comp-playbook.
Approval conversations: gtm-leadership. Legal: employment-compliance.
HR GTM ramp handoff: hr-gtm-playbook.md (Pattern 28).
Reconcile thresholds: references/benchmark-reconciliation.md.

Not legal or tax advice. Every clause requires qualified counsel; state law varies on non-compete, commission timing, and parachute taxes.

When to Use

"Design GTM comp plan" / "OTE and quota design"
"Annual comp review for sales team"
"Structure CRO compensation"
"VP Sales offer letter clauses"
"Executive severance for sales leader"
"Equity refresh for CRO"
"Variable gates for VP Sales"
"Pavilion-style exec comp"
"Board approval package for revenue leader"

IC plan templates live in gtm-role-descriptions; strategy and worksheets live here.

Step-by-Step Process (Full GTM Comp)

Phase 0: Load Master Playbook

references/gtm-compensation-strategy.md — philosophy, role strategies, stage gates
references/comp-by-role-stage.md — matrix by ARR band
skills/founder-led/gtm-role-descriptions/references/comp-benchmarks.md (via gtm-role-descriptions) — H1 2026 bands
templates/comp-plan-design-worksheet.md — plan design

Role	ARR Stage	OTE Band	Base / Variable
VP Sales	$3–15M	$220–350K	60/40 or 50/50
CRO (growth)	$15–50M	$400–600K	65/35
CRO (scale)	$50M+	$500–800K+	60/40
VP RevOps	$10M+	$180–280K	70/30 (mostly salary)

Metric	Weight	Minimum floor	Rationale
Net new ARR vs plan	40–50%	80% of target	Growth
Net revenue retention	25–30%	105–110%	Quality
Efficiency (Rule of 40 or EBITDA)	20–25%	Board-defined floor	No junk revenue
Team milestones (VP)	10–20%	Hiring/ramp KPIs	System, not heroics

Element	VP Sales	CRO
Initial grant	0.25–1.0% FD	0.5–2.0% FD
Vest	4yr, 1yr cliff	4yr, 1yr cliff
Refresh	Year 2–3 performance	Annual top-up band
Exercise window	90 days post-termination (negotiate)	Same

Candidate ask	Response framework
Higher base	Trade variable weight or milestone gates
Uncapped variable	Cap accelerators; add NRR gate
Larger equity	Refresh commitment vs upfront grant
Guaranteed first-year payout	Signing bonus separate from variable
Shorter cliff	Higher grant or lower base

Metric	Weight	Notes
Consumption / usage vs plan	30–40%	Primary revenue lever
Net new ARR + NRR	25–35%	Expansion quality
Deployment / activation rate	15–20%	Prevents oversell
S&M efficiency / Rule of 40	15–20%	Slootman + Meritech board lens

executive-compensation

Install options

Review the source files

Executive Compensation

Overview

When to Use

Step-by-Step Process (Full GTM Comp)

Phase 0: Load Master Playbook

Executive Compensation

Overview

When to Use

Step-by-Step Process (Full GTM Comp)

Phase 0: Load Master Playbook

Authoritative Foundations

Step-by-Step Process

Phase 1: Role Band & Mix

Phase 2: Variable Gates (CRO / VP)

Phase 3: Clause Library

Phase 4: Equity

Phase 5: Board Approval Packet

Phase 6: Negotiation Patterns

Output Format

Quality Check

Common Pitfalls

Consumption-Model CRO Gates (Snowflake pattern)

Execution Artifacts

Related Skills

executive-compensation

Source facts

Install options

Review the source files

More from this repository

More from this repository

Executive Compensation

Overview

When to Use

Step-by-Step Process (Full GTM Comp)

Phase 0: Load Master Playbook

Executive Compensation

Overview

When to Use

Step-by-Step Process (Full GTM Comp)

Phase 0: Load Master Playbook

Authoritative Foundations

Step-by-Step Process

Phase 1: Role Band & Mix

Phase 2: Variable Gates (CRO / VP)

Phase 3: Clause Library

Phase 4: Equity

Phase 5: Board Approval Packet

Phase 6: Negotiation Patterns

Output Format

Quality Check

Common Pitfalls

Consumption-Model CRO Gates (Snowflake pattern)

Execution Artifacts

Related Skills