Duress · Comp Structure

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Duress · Compensation Structure

FY27 · Effective from Sales Manager hire (Aug 2026) · Confidential — internal only · Password: phoenix-rising

Sales roles — base, OTE & quota

Sales
Role Base OTE (post-uplift) Y1 Quota Quota:OTE Commission rate Notes
Sales ManagerCoaching + team target $200k $340k Team target — 1% override on team TCV Aug 2026 start
Chanel KaczmarekHead of Strategic Accounts + Retail $130k $450k $2.35M 5.2× 8% Y1 · no Y2+ override 2yr baseline ×1.12
Adam GergisUK Country Lead A$130k A$450k £1.17M 5.0× 8% Y1 · no Y2+ override A$2.25M equiv · GBP-local pricing
Jessica LithoxoidisVertical AE — Health (ramp) $90k $190k $700k 3.7× 10% Y1 · 25% floor 6mo ramp Feb 2026 start · ramped Q1→Q4
Miles JonesVertical AE — Gov (ramp) $90k $190k $700k 3.7× 10% Y1 · 25% floor 6mo ramp Feb 2026 start · ramped Q1→Q4
Lachlan PapleyNFP AE — on PIP (Jul 2026 decision) $130k $200k $700k 3.5× 10% Y1 Below standard · PIP June→July
Karl PaginSenior Strategic AE / Whale Hunter $100k Equity only No quota n/a No commission — equity aligned AusPost + BHP/mining · 2-3 named whales
Inside Sales SpecialistT0/T1 inbound + SDR support $75k $95k $200k 2.1× 8% on T0/T1 closes Sub-$20k ACV deals
Emilia TzokolaJunior UK Sales AE · reports to Adam · owns UK CS £65k £90k £300k 3.3× 8% Y1 new logo · CS expansion rates on existing UK book Sales-first under Adam · handles UK account success

Universal sales comp rules

Sales
Y2+ override
0% — no lazy bank
Outbound source weight
1.5× inbound rate
Hardware commission
5% — NEW subscription only · refreshes = $0
Payment trigger
100% on customer Y1 invoice payment
Clawback
100% <90d · 50% <180d · pro-rata 12mo
Tiered payout
0-50% = $0 · 50-80% = half · 80-100% = full · >150% = 1.5× uncapped
Team deal split (>$250k)
60% originator · 40% co-closer
Graduation trigger
≥80% quota × 2 consecutive months + ≥50% self-sourced

Multi-year contract multipliers

Sales
1yr
1.0×
Base rate
2yr
1.10×
+10% on commission
3yr
1.25×
+25% on commission
4yr
1.50×
+50% on commission
5yr strategic
1.75×
+75% on commission — highest multiplier · every 5yr deal locked is revenue a competitor can't take
Example: Strategic AE closes $500k Y1 ACV outbound, 5yr term → 8% × $500k × 1.75× outbound 1.5× = $105,000 commission

Land Window — AE vs CSM ownership

Sales
Months 0 – 24
AE owns
All expansions regardless of $ size
Renewal → CSM closes, AE re-enters if uplift >$50k
Months 25+
CSM owns
CSM closes expansions <$50k uplift
AE re-enters as closer on >$50k uplift
M2M → Annual conversion: always CSM-owned regardless of tenure · earns 12% bonus

Customer Success roles — base, OTE & commission structure

Customer Success
Role Base OTE Variable structure
Emma Schibeci Head of Success (nominal) · equal level with Carley + Daniel ⚠ Not commercial · flight risk · role resolves via 4 paths (see below) $130k $165k $20k top-10 retention bonus + 0.5% pod NRR override · held at this level pending path resolution
Carley GimbertCommercial CSM · equal level · reports to Emma $85k $115k 4% renewal · 8% uplift · 12% M2M→annual · 5% finder's fee
Daniel GilhooleyCommercial CSM · equal level · reports to Emma $85k $115k 4% renewal · 8% uplift · 12% M2M→annual · 5% finder's fee
Dec 2026 CSM hireCommercial CSM · overflow + new customers $85k $115k Same as Carley + Daniel
Emilia TzokolaJunior UK Sales AE (under Adam) · UK account success £65k £85k Same as Carley · UK book
Pete RyanHead of CX / Support $200k $260k Bonus on overall CX KPIs + NRR
Grant TeunissenSupport Lead $95k $115k Quarterly on SLA, CSAT, FCR
CS Commission events
Flat renewal (no expansion) CSM closes · paid on customer Y1 payment
4% base ARR
Expansion uplift <$50k CSM owns close
8% uplift + 4% base
Expansion uplift >$50k (AE re-enters) CSM sources · AE closes · CSM keeps
5% finder's fee + 2% base
M2M → Annual conversion Always CSM-owned · highest bonus rate
12% new ACV
AE-closed expansion in Land Window CSM spotted it · AE closed it
5% finder's fee
Top 10 account retains at 100%+ Emma (CS Lead) earns
$20k bonus
CS leadership structure — 4 resolution paths (no action needed, let develop):
① Emma steps up commercially — H1 KPIs met → formalise Head of Success title + uplift
② Emma exits (flight risk) — accounts already split equally → no crisis, Carley or Daniel steps up
③ Hire CS Manager above all three — at $17M+ run-rate · Emma/Carley/Daniel stay as equal CSMs underneath
④ Promote Carley or Daniel — based on H1 commercial outperformance · natural org development
H1 KPI gate applies to all three equally. Account split already protects against any one person leaving.

Quality gates — both must pass for any CS variable to pay:
① Gross Revenue Retention ≥90% · ② Engagement ≥80% response rate, ≥1 touchpoint/account/quarter

Sales quotas — FY25 actual · FY26 run-rate · FY27 target

Sales targets
Rep Vertical FY25 TCV actual FY26 annualised RR 2yr baseline FY27 quota Pipeline cover Derivation
Chanel Kaczmarek Strategic + Retail $2.04M $2.13M $2.09M $2.35M 1.4× ⚠ 2yr baseline × 1.12 YoY uplift · needs Q1 pipe-build
Adam Gergis UK Country Lead £790k £1.30M £1.05M £1.17M A$2.25M 6.0× ✓ 2yr baseline × 1.12 · £7.0M open pipe (post-Suffolk)
Lachlan Papley NFP AE — on PIP $4.10M (outlier) $346k $500k ex-outlier $700k 0.5× ✗ OTE × 3.5 (below standard for PIP) · Services Aus was one-off
Jessica Lithoxoidis Health (ramp) — — n/a (ramped) $700k 3.1× ✓ OTE × 3.7 ramped · Feb 2026 start · 3-gate graduation
Miles Jones Gov (ramp) — — n/a (ramped) $700k 1.2× ⚠ OTE × 3.7 ramped · Feb 2026 start · needs Q1 pipe-build
Inside Sales Specialist T0/T1 all verticals — — n/a $200k — OTE × 2.1 · sub-$20k ACV velocity deals
Emilia Tzokola UK (under Adam) — — n/a £300k A$580k — Country lead model · sales + UK account success
Karl Pagin Mining / Whales — — n/a No quota — AusPost + BHP · equity aligned · $1.3-2.0M stretch upside
Quota-carrier pool total — — — $7.50M TCV 2.8× blended 4.3× OTE post-uplift · plan assumes 70% attainment
How quotas were derived: Tenured AEs (Chanel, Adam) = 2yr productivity baseline × 1.12 YoY uplift (Bridge Group median). Ramped AEs (Jess, Miles) = OTE × 3.7. PIP (Lachlan) = OTE × 3.5 (below standard, reflects risk). Sanity-checked against pipeline ≥3× coverage and SaaS benchmark quota:OTE of 4-5×.
Coverage flags: Chanel 1.4× and Miles 1.2× — both below 2× threshold → Q1 pipe-build priority.
FY25 source: Wiise sales register. FY26 run-rate: Jul 2025–Apr 2026 YTD × 12/10. Lachlan FY25 includes Services Australia ($837k outlier, landed with CEO support — not repeatable).

Total comp pool FY27

$7.50M
Quota-carrier TCV pool (Chanel + Adam + Lachlan + Jess + Miles + Inside Sales + Emilia)
ARR commit$12M (+37% YoY)
ARR stretch$14M (+60% YoY)
ARR blue sky (Karl)$17M (+94% YoY)
Current ARR (TSAV)$8.77M
Post-uplift OTE cost$1.76M
Blended quota:OTE4.3× post-uplift

Attainment expectations

Industry median attainment53% (Bridge Group)
Plan assumes70%
Accelerator kicks in at>100% quota
Accelerator rate1.5× uncapped
Commission frequencyMonthly base + quarterly true-up

Pending approvals

⚠
Chanel + Adam OTE uplift$280k → $450k OTE · pending board sign-off
⚠
Chanel ESOP refreshRetention plan — pending review
⚠
Lachlan PIP outcomeJuly 2026 decision — stay or NFP replacement
✓
CS variable comp restructure70/30 base/variable — confirmed