We design and build target allocation frameworks that are fair, defensible, and grounded in data, so your reps believe in their numbers and your leaders can actually steer with them.
Quotas get set top-down from a revenue target, split by gut feel, adjusted for whoever pushed back hardest in the planning meeting, and handed to reps two weeks before the quarter starts. The rep who got a 40% increase over last year knows it's not realistic. The manager knows it too. And by Q2, the plan is already broken.
Bad quota design doesn't just hurt attainment. It erodes trust, drives attrition, and makes your comp plan irrelevant, because no one believes the targets are fair. We fix the process that produces the quotas, not just the quotas themselves.
We take your revenue targets and build a structured, defensible allocation methodology, cascading from company to region to team to rep. Every level gets a number that adds up, makes sense, and can be explained.
We analyse account distribution and market potential to ensure territories are balanced, not just by headcount, but by opportunity. Equivalent experience should carry equivalent opportunity.
We segment your account base by size, potential, industry, and buying signals so quotas reflect real opportunity, not just last year's revenue plus a percentage.
Before quotas are published, we model the impact. What happens to attainment if we increase targets by 15%? What does the payout cost look like at different performance curves? Decisions made with data, not optimism.
We analyse past attainment patterns to identify structural problems: territories chronically over or under target, reps who hit exactly 100% regardless of target level, quota changes that correlate with attrition spikes.
When the business changes, whether a rep leaves, a territory is split, or an account moves, we rebuild the allocation cleanly. No ad hoc adjustments that break the model.
We start with your historical data: attainment distributions, territory performance, account movement, rep tenure. We identify where the current allocation is breaking down and why.
We build the allocation framework: the rules, weights, and adjustments that translate your revenue target into rep-level quotas. You review and approve before we apply it.
We run the model and show you the output: attainment projections, payout cost at different performance levels, territory balance. We refine until the numbers make sense to everyone in the room.
We produce the final quota file, supporting documentation, and audit trail. Everything is explainable, to reps, to managers, to the board.
For ongoing engagements, we handle mid-year changes cleanly, including territory splits, role changes, and new hires, without breaking the model.
You need targets that are ambitious but believable, high enough to hit the number, fair enough that your best reps don't start updating their LinkedIn in February.
You're the one who builds the quota model and still gets blamed when the numbers feel wrong. We bring the analytical framework so the process is repeatable, auditable, and doesn't depend on one person's spreadsheet.
You need quota totals that roll up to the revenue plan, payout models that don't blow the comp budget, and a process that produces numbers before the fiscal year starts.
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Whether you're heading into annual planning or dealing with a mid-year mess, we'll tell you what it takes to get to a process that works.