Most comp plans are finalized in January and forgotten by February. The business shifts. Leadership wants more upmarket motion, multi-year contracts, better retention, but the pay plan still rewards volume as if every dollar of ARR is identical. It isn't. ICP customers retain at 112% NRR. Multi-year ICP customers retain at 118%. Non-ICP customers leak at 98%. Yet the plan keeps paying the same.

In this session, QuotaPath CRO Ryan Milligan walks through a repeatable framework for designing comp plans around a single North Star metric and aligning every revenue role (BDR, AE, AM/CSM) to it.

Using a real redesign example, Ryan will show why most "kickers" are too small to change rep behavior, how to size payout deltas that actually move the mix, and what leading indicators to track monthly so you know the plan is working long before NRR catches up.

Key Takeaways

• Why your comp plan can't move NRR until you stop treating ARR as a flat unit. A practical model for grading deal quality (ICP fit + contract structure) and pricing it into the plan. 
• The "behavior-changing delta" test. How to size kickers and accelerators large enough to actually shift rep choices, and the math that proves a 2% kicker is almost never enough.
• A 5-step framework for designing comp around a North Star metric. From business goal → field behaviors → role ownership → meaningful incentive → leading indicators.
• How to align BDRs, AEs, and AMs/CSMs to the same revenue quality outcome without breaking earnings, comp ratios, or finance approval.