OTE and attainment scores look good but top performer potential doesn’t seem as high as others. Is this accurate? Is there something in the comp plan that limits the ceiling?

Question

Accepted Answer

Yes this is accurate. This is mostly due to higher base salaries relative to OTE commission and accelerators that are not very lucrative. Stripe is getting slightly better with SPIFFS as part of the overall commission plan however -  e.g. committed contracts, upsells for specific products, integration optimizations etc.

All told however still not enough to be competitive with top earning potential at other enterprise tech cos.

Answer

Yes, this is accurate. The main "performance measurement" at Stripe is "Total Operating Net Revenue" which basically means how much money Stripe makes from a user over the entire product suite. This KPI is predicated quarterly by a data-analytics team, which accounts for growth and maturity. This is then considered your 100% goal. Overachieving it is really difficult because the data-prediction is very good and "assumes" a lot of growth from the outset. It also doesn't seem to predict many headwinds. So you're essentially competing with a data model for your target achievement. A very optimistic one at that.
That's why very few AEs manage to outperform the predictor, both in the upside and downside. The only way to achieve signficant upside is by having a new user go live and ramp within a quarter, before the data team can predict it. But that's very unlikely.

Answer

Yes they have an up to 3 year ramp curve which significantly limits the variable component of OTE. As a result all reps make close to the same regardless of performance. There are also bonus caps for spiffs. Its a great please for average sellers who want to make OTE but not for top performers

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Anonymous Q&A

OTE and attainment scores look good but top performer potential doesn’t seem as high as others. Is this accurate? Is there something in the comp plan that limits the ceiling?