Comp plans are usually explained in a single sentence, "10% commission with a 1.5x accelerator", but nobody tells you what that actually pays at 75% of quota versus 130%. This models it properly: your OTE, the effective commission rate at your projected attainment, what a gate or draw does to your cash flow, and a scenario table across the attainment range so you can see the shape of the plan before you sign, or before you design one.
Fill in the base salary, annual quota, and commission rate from the actual comp plan (or the one you're designing). Set the gate to the minimum attainment that must be hit before any commission is paid, leave it at 0 if there's no floor. Set the accelerator threshold and multiplier to model an over-achievement kicker (leave the multiplier at 1.0 if the plan has none). Add a monthly draw if reps get a guaranteed advance, and mark whether it's recoverable. Then drag the attainment slider to see how OTE splits into cash pay at that specific quarter or year, the bar chart shows the same math across 50%–150% of quota so you can see the whole shape of the plan at once.
If AI already grades your people — calls, interviews, tickets, submissions — the odds are nobody has independently checked those scores, and they are deciding who gets coached, hired or managed. Send one item your AI has already graded: a trained assessor marks it blind against your own rubric, then we compare where we agree and where we do not. Free, and you keep the marking either way.
