TechSalesQueen

Sr. Enterprise Account Executive

Valued Contributor

Comp Advice: First Time RVP of Sales

Savages: I'm a Senior AE in Enterprise Sales (within that I'm more strategic AE focused mostly Fortune 100 global selling efforts $1M+ contracts in some cases) for a tech company with a current comp plan of 150k base/150k variable (I expect to beat this and hit accelerators if I stay in my current role) for a $300k OTE. My comp is based on a combo of net new client acquisition, expansion deals in current companies, and renewals which I get comped at 50% of the net new rate.

I've been approached by our VP of sales expressing interest in making me the RVP of Sales overseeing our sales reps for half of Canada and half of the US (prob around 7-8 reps total once we are done hiring and this role becomes official and needed). I told them I was interested.

I've been in Enterprise complex highly technical sales roles now for 7-8 and consistently am the #1 or #2 rep in the company in my first year. I've only been in my current role for a few months but I've worked for this leadership team in the past that is looking to offer me the role. This would likely not happen until Q1.

I am trying to figure out based on all of this information what an appropriate comp offering would look like. I also don't know what else to ask for that RVP's usually get that individual reps wouldn't be used to getting or know to ask for. Would love some advice!

💰 Compensation

🤝 Interviewing/Offer

🏋️‍♀️ Leadership

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Pachacuti

Politicker

6

They call me Daddy, Sales Daddy

Interesting situation.

Lots of variables since your OTE will be based on other's performance and not necessarily your own. And you won't necessarily make more money managing people than just managing yourself. In fact you could make less.

So if making money is your primary motivating factor to take the promo, and if the sales team is not already hitting it out of the park, I would ask for a first year ramp equivalent to 100% quota attainment - either based on the RVP position or your current SAE position.

Good luck!

aenima

Celebrated Contributor

2

Principal Account Manager

I think you’re asking the wrong questions.

What makes you think you’ll succeed as a manager? Being good at sales means nothing when it comes to managing and leading people.

You’re income will be determined by the above far more than anything you negotiate.

I have found that most great sales people make awful sales leaders, because everything that made them successful was geared to being an IC, and they have little experience beyond that to help them.

I’d put more weight on the question of why would you want to move if you’re already successful? And do you want to remove yourself from working with clients to deal with politics and people?

Sunbunny31

Politicker

0

Sr Sales Executive 🐰

Shoot. Great question. One that I don’t have the answer to. Do you have any RVPs in your LI network?

ThatNewAE

Big Shot

0

Account Executive - Mid enterprise

Look for RVPs in your region. On LinkedIn
Then filter out companies that are almost aligning with yours.
Then reach out to 2 people who are most active on LinkedIn.

I know nobody is comfortable telling their comp upfront, so you can maybe try asking for a range. A broad range too helps.

I also feel based on where you are at wrt comp plan, you can position the hike well.

RVPs OTE absolute would be others performance based. What my brain tells me is -
1. Either a percentage of their quotas as your quota.
2. Or based on Number of reps hitting 100% of their quotas.

MakingItHappen

Executive

0

VP, Sales Transformation

Congratulations on all your success and the opportunity that has been presented to you. Sounds like this role is very well deserved.

Comp will be based on your team’s performance. The ability to control your own compensation (Eat what you kill) moves to a strategy play and how you can motivate your team to succeed.

As for additional benefits, equity is usually part of a comp plan at this stage. Equity will give you the ability to build longterm wealth.

If you love a challenge and career advancement is part of your career goals, go for it! Best of luck.

Make It Happen!

jefe

Arsonist

0

🍁

I think it'll come down more to whether you want to manage and can succeed at doing so.

Do you enjoy helping others be successful? Have you ever been a leader before?

VFG

Good Citizen

0

SDR

For a role like this, normal comp would be a 50/50 split, the size of which being dependent on the size of the quotas of the reps you manage. Let’s say each of your 7 reps have a $2mm quota, your quota responsibility would be $14mm in your region. In enterprise, you’re usually somewhere between 1-2% comp, so you’re somewhere from $140k - $280k variable compensation. Add a matching base comp and your total OTE is somewhere between $280k - $560k, and my guess would be it would fall pretty even keel in the middle of the range.

This is what I’ve seen with comp plans of the type you’re describing. Sometimes very senior leaders can command 3%, but it’s rare.

activity

Politicker

0

VP, Business Development

There are many times where a very good IC will make more than their manager so, if comp is your main motivating factor you may want to stay where you are. If leading/coaching IC's is what you would really like to do remember this, there will be a lot more "admin" work and a lot more babysitting. Sometimes this comes as a shock to new managers. Being a manager is very rewarding but in different ways than being an individual contributor. You generally don't have the "ball in your hands" anymore rather just coaching your team on how to score.

BourbonKing

Valued Contributor

0

VP of Sales

OTE for the RVP should definitely be more than your OTE as an AE. The composition is likely going to be different, however. If AE is 50/50 (base/variable), the RVP might be 75/25. As a result, even though the RVP OTE is higher, it's quite possible that your top AE(s) could make more in a given year...greater risk, greater reward.

Mendizo

Opinionated

0

Sr. Director

Great comments here on comp and such. One aspect I would say you need to think hard about is the fact that a first-line sales manager (and even second-line director) is sometimes the most unrewarding position. You are going from your own success driving your comp, to now depending on multiple other people being successful. Some will be great, some will be okay, some will be mediocre or outright bad. It's generally fairly hard to consistently hit accelerators (averaged out), because the company will readjust targets.

So, if you're looking at this as an earning opportunity, not great. But if you're willing to put your ego and "I'm a great seller" on the shelf and dig in to coach, to care, to motivate people and see this as a learning opportunity, then absolutely.

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