Competitive, transparent pay is a magnet for quality sales hires. For SMEs across Oxford, Cowley and Bicester, the goal is balance: attractive OTEs, sustainable costs and clear progression.
Principles
– Simplicity: Two‑tier commission (new business vs. expansion).
– Transparency: Written plan on base/OTE, accelerators, clawbacks.
– Line of sight: Monthly payouts; dashboards show progress to target.
Example frameworks
– SDR: Base with monthly bonus for qualified opportunities and meetings‑held; cap at 120% of target.
– AE: 50/50 base‑to‑OTE; tiered accelerators after 100% of quota; kicker for multi‑year deals.
– AM/CSM: Renewal bonus + expansion commission on net revenue retention.
Local considerations
Hybrid policies (2–3 days Oxford) widen the pool; travel allowances for Thames Valley territory keep fairness. Publish ranges and a 12‑month progression path.
Guardrails
Avoid hidden thresholds, pay timely, and align KPIs with company stage.
Need help benchmarking and communicating your plan? TY Recruitment designs Oxfordshire‑appropriate salary and commission structures that attract and retain high performers.