Practical frameworks for SDR, AE and AM/CSM pay plans; transparent, motivating and sustainable for Oxfordshire SMEs.
Principles – Simplicity: Easy to understand; pay monthly.
– Transparency: Document base/OTE, tiers, accelerators and clawbacks.
– Fairness: Clear hybrid expectations and travel support for Thames Valley coverage.
Example frameworks
SDR (Oxford): £26–£32k base + £6–£12k variable. Bonus split: qualified opportunities, meetings‑held, pipeline influenced. Accelerator at 120% monthly target.
AE: £38–£50k base, 50/50 to OTE £70–£100k. Tiered accelerators beyond 100% quota; kicker for multi‑year or strategic wins.
AM/CSM: Renewal bonus + expansion on net revenue retention; SPIFFs for cross‑sell.
Guardrails
Avoid hidden thresholds or delayed payouts; align KPIs with company stage; pay timely. Publish a 12‑month progression path and training allowances.
Local market notes
Hybrid (2–3 Oxford days) broadens reach; consider travel costs; link to Oxford‑specific benefits (cycle‑to‑work, rail). Benchmark twice a year.
FAQ
How do we prevent sandbagging? Use quarterly accelerators and activity KPIs early in ramp.
What about clawbacks? Reserve for short‑term churn only; define clearly.
Need help designing and communicating your 2025 plan? TY Recruitment will benchmark, model and present a plan that attracts and retains top sales talent across Oxfordshire.