Duress · Compensation Structure
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
SalesY2+ 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
Large deal split (>$200k TCV)
Pre-close split letter required before booking · default 60% originator / 40% senior contributor
Graduation trigger
≥80% quota × 2 consecutive months + ≥50% self-sourced
Multi-year contract multipliers
Sales1yr
1.0×
Base rate
2yr
1.10×
+10% on commission
3yr
1.25×
+25% on commission
4yr
1.40×
+40% on commission
5yr strategic
1.50×
+50% on commission — every 5yr deal locked is revenue a competitor can't take
Example: Strategic AE closes $500k Y1 ACV outbound, 5yr term → 8% × $500k × 1.50× × outbound 1.5× = $90,000 commission
Gov/tender note: where multi-year term was specified in the RFP (customer-led, not rep-negotiated), multiplier capped at 1.10× regardless of term length.
Gov/tender note: where multi-year term was specified in the RFP (customer-led, not rep-negotiated), multiplier capped at 1.10× regardless of term length.
Land Window — AE vs CSM ownership
SalesMonths 0 – 24
AE owns
All expansions regardless of $ size
Renewal → CSM closes, AE re-enters if uplift >$50k
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
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
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).
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