You receive a job offer in sales. The base salary looks decent, but your eyes go straight to the number in bold: $120,000 OTE. You pause and wonder — what does that actually mean? Is it guaranteed or just a hopeful estimate?
That number shows your on-target earnings (OTE). It’s the total compensation you can expect if you hit 100% of your sales quota. OTE combines your base salary with commission and sets the benchmark for performance-based pay.
Read on to learn more. We’ll break down the meaning of OTE, how to calculate it, and how sales leaders and reps alike can use it to align performance with pay.
What Does OTE Mean in Sales?
On-target earnings mean the total annual pay a sales rep can expect if they meet their sales quota. OTE includes two parts:
Base salary: This is the fixed portion. It’s guaranteed pay you get no matter what.
Sales commission: This portion varies based on performance. It’s often a percentage of the revenue you generate from closing deals.
OTE gives sales professionals a clear earnings target and helps employers align pay with performance. It’s a benchmark for account executives and sales development representatives. It shows how compensation scales with results.
Many companies offer a minimum OTE, which guarantees a baseline income for reps even if they don’t fully hit their quota. This provides financial stability while keeping motivation high.
Why OTE Matters (and Where It Can Go Wrong)
There are clear advantages and disadvantages that employers must consider before implementing an OTE strategy:
Benefits
Gives sales reps a clear view of their potential earnings
Motivates employees to hit and exceed sales targets
Helps sales managers align incentives with company revenue goals
Makes job offers more transparent and competitive in a crowded market
Drawbacks
OTE quotas may feel unattainable to some
Missing targets impacts pay
Low base pay may be stressful for new reps
OTE Glossary: Terms Every Salesperson Should Know
Here are common terms to know when it comes to OTE:
Base Salary/Pay: Guaranteed pay, regardless of performance
Commission Rate: Percentage of revenue earned per deal
Commission Structure: How commission is calculated — flat, tiered, or milestone-based
Pay Mix: The ratio of base salary to commission
Quota: A salesperson’s assigned revenue target
Quota Attainment: Percentage of the quota you’ve actually achieved
Average Attainment: Typical performance across the sales team
Accelerators/Decelerators: Incentives that increase or reduce commission based on results
Ramp Time: Time needed for new sales reps to reach full productivity
OTE helps organizations plan their compensation in a way that rewards performance. To support this process, companies need smart tools to test different plans and keep them realistic. That’s where AI-powered CRMs like Rox come in. It aligns sales commission strategies and even automates repetitive tasks so your sales team stays focused on closing deals.
How To Calculate OTE Salary: Best Practices and Practical Compensation OTE Examples
Calculating OTE starts with your annual base salary and commission earned at full quota. Together, they show total earnings potential for each salesperson.
Here’s how to calculate OTE:
Determine base pay: Start with the fixed base salary for each salesperson or rep.
Establish sales quotas: Define clear sales targets or revenue goals for each role.
Set commissions: Decide on a commission strategy and the percentage of revenue generated that goes to each sales rep.
Add it up: Combine the base pay and commission at 100% quota attainment to get total OTE.
Basic Formula:
OTE = Annual base salary + annual commission at 100% quota attainment
This formula is flexible and can reflect different pay mixes depending on your company’s goals:
0/100: All earnings come entirely from commission, with no guaranteed base salary. It’s high risk, but when you exceed your sales targets, the rewards can be substantial.
50/50: Half of your pay comes from base salary and half from sales commission. This balance provides stability while still motivating you to close deals.
70/30: Most of your earnings come from base salary, with a smaller portion from commission. It offers security while still rewarding quota attainment.
90/10: Nearly all your pay is guaranteed base salary, with minimal incentive tied to closing deals.
What Are the Positions With On-Target Earnings Compensation?
To understand how OTE works in practice, it helps to know the different roles in a typical SaaS organization. These have unique OTE structures, shaped by responsibilities and how much risk and reward each position carries. Here’s a look at how OTE works across common sales and marketing roles.
OTE for Account Executives
Account executives close deals and manage client relationships. Their OTE usually pairs a base salary with commission, so the harder they work, the more they earn.
Base pay: Competitive, depending on experience
Commission: Uncapped, tied directly to revenue generated
Focus: Closing deals, hitting sales quotas, and growing accounts.
OTE for Sales Development Representatives
Sales development representatives focus on lead generation. Their OTE includes a stable base pay with commission for hitting outreach targets.
Base pay: Stable while building skills
Commission: Tied to hitting sales targets and filling the pipeline
Focus: Prospecting, researching, and generating opportunities
OTE for Director of Marketing
Marketing leaders may have OTE tied to lead generation or pipeline contribution. Their pay leans heavily on base salary, with bonuses linked to campaign performance.
Base pay: High, reflecting strategic responsibility
Bonus: Linked to marketing performance and sales enablement
Focus: Driving campaigns, optimizing lead flow, supporting the sales team
OTE for Sales Managers
Sales managers oversee team performance and personal quotas. Their OTE often combines base salary, team performance bonuses, and personal commissions.
Base pay: Competitive to attract and retain top talent
Commission/bonus: Based on team quota attainment and individual contribution
Focus: Coaching reps, forecasting, and aligning compensation plans with sales targets
OTE for Customer Success Managers
Customer success managers focus on retention and expansion. Their OTE rewards proactive account management and long-term relationship growth.
Base pay: Moderate, reflecting account management duties
Commission/bonus: Incentives, renewals, and expansion revenue
Focus: Retaining customers, driving upsells, and ensuring adoption
Platforms like Rox make OTE transparent for everyone. Sales reps can see how their work translates into pay, while managers gain insight into whether OTE targets are realistic and aligned with company goals. Compensation becomes a tool to drive performance and guide growth.
Setting Up Your OTE Model: Step-by-Step Guide
A strong OTE model helps attract talent and motivates sales teams. It also ensures compensation supports business goals. Here’s how to build an OTE plan.
Determine What Your Company Is Trying to Achieve
Start with clear objectives. Are you aiming for revenue growth, market expansion, or retention? Your OTE plan should directly support your desired end result. When leadership and sales managers are aligned, setting realistic sales targets becomes much easier.
Understand Your Sales Cycle and Your Reps’ Risk Appetite
Different roles need different approaches. Short sales cycles may work with high commission, while long, complex deals benefit from higher base salary and structured incentives. Matching the pay mix to the role helps sales reps stay motivated and confident.
Ensure Your OTE Plan Is Sustainable
Your OTE plan has to be realistic. If quotas are too aggressive or pay mixes are unbalanced, your team can become frustrated. Model different scenarios and ensure cross-functional alignment to confirm your OTE structure supports both performance and budget.
Look at Market Benchmarks
To attract and keep top talent, make your OTE packages competitive. Compare compensation across industry and roles. Adjust for experience, territory, and quota so employees feel fairly rewarded when they meet company goals.
With Rox, leaders can easily manage OTE plans. Sales managers can track performance, adjust targets, and align incentives in real time.
Auditing for OTE: Best Practices
A strong audit process improves earnings transparency. Here are five best practices to ensure your OTE strategy is a success.
Analyze Quota Attainment and Payouts
Review how often your team hits sales quotas. If reps consistently miss targets, your OTE structure may be too aggressive. If quotas are too low, payouts may exceed budget without driving performance.
Ask Your Sales Team
Your sales professionals know what motivates them. Gather feedback to see if the current OTE structure drives effort and inspires reps to close deals. Use this input to refine base salary, commission rates, and pay mix.
Test Different Compensation Scenarios
Model alternative OTE plans to see what drives results. Adjust base pay, commission structure, and sales targets to find the right balance. This helps align compensation with sales cycles and team performance.
See How Rox Helps You Turn OTE Planning Into a Growth Driver
OTE connects effort to earnings. It gives sales professionals a clear path to success and helps employers align compensation with sales goals.
Rox makes OTE planning fast and accurate. You can set sales quotas and track performance in real time — all in one AI-powered platform. Sales reps see exactly how their work translates into commission, and managers can ensure targets are realistic and tied to actual revenue outcomes.
Turn OTE from a static number into a growth driver for your team. Watch the demo today to see how AI-powered OTE planning can boost performance and results.
