How should you structure comp when your GTM model requires both a founder and a sales leader involved in closing — who owns quota, who owns variable pay, and how do you prevent overlap?
TL;DR: When a founder and a hired sales lead/team sell in parallel, do not put the founder on a standard rep comp plan — the founder's incentive is the cap table, not a 50/50 OTE, and forcing them into quota math distorts credit, forecast, …
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