Work out On-Target Earnings, translate a quota into a required commission rate, or project what a given attainment level actually pays — with a live read on how your plan compares to common sales-comp benchmarks.
① Choose calculation type
② Enter your values
₹
₹
₹
₹
₹
The revenue target assigned to this role.
₹
₹
%
Above 100% assumes an uncapped plan with no accelerator applied.
③ Your results
Total On-Target Earnings
₹0
Pay mix vs. typical sales-role ranges0%
How it works
1
Select your OTE mode
Model a standard base-to-variable split, work out the commission rate a quota implies, or project earnings at a given attainment level.
2
Enter your comp numbers
Provide base salary, target variable pay, an assigned quota, or a projected attainment percentage — whichever your mode calls for.
3
Read the breakdown
Get OTE, pay mix, quota ratio, or projected earnings instantly, plus a benchmark read on how the plan compares.
Frequently asked questions
The total annual compensation a sales professional is expected to earn at 100% of quota. Formula: OTE = Base salary + Target variable pay.
The ratio of base salary to variable incentive pay that makes up OTE. A 50/50 mix is common for account executives; a 70/30 mix (more base) is typical for SDRs.
A standard B2B tech-sales benchmark is 4x–6x OTE. A lower ratio is generous to the rep; a higher one makes the quota harder to convert into strong commission margins.
It depends on the company. Uncapped plans let reps keep earning past 100% of quota, often with accelerators. Capped plans set a ceiling on variable payouts.
Accelerators raise the commission rate once a rep passes 100% attainment — for example, 10% up to quota, then 15% on everything sold beyond it.
Calculating sales compensation and commission plans
Whether you’re reviewing a job offer or designing a comp plan from scratch, the same handful of numbers drive the whole conversation: base, variable target, quota, and attainment.
Quota-to-OTE ratio
This ratio expresses how many multiples of OTE a rep’s quota represents. Sales leaders use it to check that a quota is realistic without under- or over-paying relative to the revenue it should generate.
The core formula
OTE = Base salary + Target variable pay. Attainment-based earnings then scale the variable portion — Earned commission = Variable pay × Attainment% — while base stays fixed regardless of performance.
Base SalaryVariable PayQuota RatioAcceleratorsPay Mix
About the Author
I am a digital marketing expert and SEO specialist from Hyderabad, helping startups and growing businesses drive scalable growth through SEO and paid acquisition. I bring 12+ years of experience, generating over $1M in revenue through lead generation.
