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Whats the most common comp structure for a Head of Sales/VP Sales at an early stage startup?

Hi! I'm trying to figure out how comp should be structured for a VP Sales/Head of global sales role at an early stage startup. Seed stage, $2-3M in ARR, 50 people company.


I've usually seen the 50-50-25 model mostly. Trying to figure out how that looks like usually and what does the 50% variable component depend on? Is it mostly ARR target or other components?

1
LordBusiness
Politicker
+7
Chief Revenue Officer
In the early stages, the variable should be mostly built around ARR goals, but should also include some sort of profitability/cost metrics just to keep you thinking about balancing your cost of sale as the team continues to grow.   That being said, earlier stage VP roles are likely going to be a little bit less heavy on the base, so I'd imagine the total comp structure being closer to 40%/60%. 
Do
Dollar
Executive
+6
Enterprise AE
Makes a lot of sense. This is helpful. And what do you think of milestone bonuses? What would you add there? Also, what sort of equity % have you seen in the past? 
LordBusiness
Politicker
+7
Chief Revenue Officer
To be candid, I've always been a "pay me now and keep the equity" kind of guy.  Too often early stage companies use the promise of what's to come as an excuse to under pay their talent - when the reality of it is less than 10% of the promise actually pays off.  With regards to milestone bonuses, just make sure they are achievable in real life, and not just in the board deck. 
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