# Offer and comp template

Plan assumptions, not legal advice. Bands on /team-buildout/ are illustrative 2026 US-metro ranges for AI and AI-security scale-ups.

Candidate:
Role:
Stage:
Start date:
Pair hire with:

## Cash

Base:
Variable:
OTE:
Split (e.g. 50/50, 75/25, 70/30, 80/20, base + bonus):

Illustrative bands (delete the rows you are not using):

| Role | OTE / cash | Split |
|---|---|---|
| Enterprise AE | $300-330K | 50/50 |
| BDR / SDR | $90-110K | 75/25 |
| Sales Engineer | $230-260K | 70/30 |
| FDE | $220-280K | 80/20 |
| GTM Engineer | $160-200K | Base + bonus |
| Velocity / MM AE | $200-250K | 50/50 to 60/40 |

## Quota and mechanics (sellers)

Annual quota:
Quota-to-OTE (target 3-3.5x for Enterprise AE):
Accelerators (default 1.25x above plan, no cliffs):
Pipeline-generation gate (~10% of variable on PG for Enterprise AE):
Recoverable draw / guarantee (if any, and through which month):

BDR: paid on held meetings that convert to Stage 2. Never on dials.

SE: variable on POV win rate and POV cycle time. Coverage 1:3 with AE.

FDE: bonus on POV wins and on repeats that get productized. Coverage 1:2-3 strategic.

Velocity AE: paid on tier wins and conversion SLAs, not discovery volume.

## Plan assumptions (do not put these in the offer letter as promises)

Year-one yield versus quota: 55-60%.
Haircut on new and ramping seats: about 30%.
A new AE seat returns about $600K in its first twelve months against a $1.0M steady-state standard.
Nobody carries a full number before month seven.

Ramp gates (point to the scorecard and /team-buildout/#ramp):

- Day 30:
- Day 60 (second miss opens backfill that day):
- Day 90:

## Approvals

Hiring manager:
Finance / CEO:
Candidate signed:
Date: