How do I design ramp comp that doesn't punish reps in their first 90 days?

Pay 100% of base salary for the first 90 days with zero commission, then phase commission on 50% of full quota in months 4-6, 75% in months 7-9, and 100% from month 10 onward — with declining-base draw-against-future-commission as the optional safety net for high-OTE recruits. This removes the income cliff, protects hiring economics, and forces your company to own ramp quality (onboarding, training, territory setup) instead of shifting risk to the rep.

Bridge Group's 2025 SaaS AE Report puts median full ramp at 5.3 months for under-$50K ACV and 9.1 months for $100K+ ACV, so a single 12-month schedule is wrong for most teams — match the ramp to deal velocity, not to a generic template. See [q03 — comp plan basics](/machine?id=q03), [q05 — quota setting](/machine?id=q05), [q01 — pipeline coverage](/machine?id=q01), and [q02 — territory design](/machine?id=q02) for the surrounding system.

The Ramp Problem Most Teams Create

Companies announce "100% compensation available from day 1" but set unrealistic ramp quotas. A new Account Executive (AE) with a month-1 quota of $20k (40% of full) typically closes $5k → $0 commission. By month 4, demoralization sets in; Bridge Group's data shows 28-35% of AEs quit before month 9 in plans without ramp protection.

Worse: your $300k OTE recruit earns $50k in month 1 while incumbents hit quota. Talent bleeds and your CAC payback blows up.

Sourced ramp benchmarks (read these before designing):

1. Bridge Group 2025 SaaS AE Metrics Report — median ramp 5.3 months ($1-50K ACV), 7.2 months ($50-100K ACV), 9.1 months ($100K+ ACV); 28% voluntary 12-month attrition without ramp draw.
2. Pavilion 2025 Compensation Report — 73% of high-performing teams use a 90-day full-base no-commission window; 15-20% lower 6-month churn vs. day-1 quota plans.
3. MEDDPICC Ramp Playbook (Force Management) — recommends accelerated quota credit (1.5x credit on first 2 closed deals) to reward early competence.
4. RepVue 2025 AE Compensation Data — reps in plans with declining-base draw-against report 22% higher 90-day satisfaction; reps in pure-commission plans report 41% lower trust scores.
5. Sales Hacker State of Sales Comp 2025 — banking provisions (carrying unused quota credit forward 1 quarter) correlate with 11% higher full-year attainment.

The Four Mechanics — When to Use Each

1. Declining-Base Guarantee (Pavilion default)

Pay 100% of base, no commission, months 1-3. Then phase: 50% commission on 50% phase quota (months 4-6), 75% on 75% phase quota (months 7-9), 100% from month 10. Best for: SMB/mid-market AEs, sub-$75K ACV, ramp under 6 months.

2. Drawn-Against-Future-Commission (Enterprise default)

Pay base + a guaranteed monthly commission draw ($3-5k) for months 1-6. Once rep starts closing, commission earned is netted against the draw until repaid. Best for: $100K+ ACV, 9-month sales cycles, when you can't ask a rep to live on base alone for a half-year.

Risk: reps who flame out leave you holding $30k+ in unrecoverable draw — set a "forgiveness clause" capped at one quarter and a clawback for voluntary resignation in the first 12 months.

3. Accelerated Quota Credit (MEDDPICC ramp guide)

Give 1.5x or 2x credit toward quota for the first 2-3 closed deals. A $25k deal counts as $50k toward ramp quota. Best for: complex enterprise sales where the first deal is the hardest signal of competence. Stack on top of mechanic 1 or 2.

4. Banking / Carryover (Sales Hacker)

Allow unused quota credit (or, conversely, unused commission earned above 100%) to carry forward one quarter. Best for: lumpy enterprise quarters where Q1 ramp can't realistically produce close-won. Eliminates "I closed in Q2 but it counted toward Q1" disputes.

Most production-ready plans combine 1+3 (mid-market) or 2+3+4 (enterprise).

The Math of Bad Ramp vs. Good Ramp

Scenario 1 (Bad): Quota ramps from day 1

• Month 1 quota $20k → rep closes $5k → $0 commission
• Months 2-3 quota $30k → rep closes $12k → $0 commission
• Month 4 quota $40k → rep closes $18k → $1k commission
• 4-month income: $32k base + $1k = $33k (67% of run-rate). Rep is updating LinkedIn.

Scenario 2 (Good): 90-day ramp + phased commission

• Months 1-3: $25k/mo base, no commission pressure
• Months 4-6: 50% phase quota commission ($500/mo avg)
• Months 7-9: 75% phase quota commission ($2k/mo avg)
• Month 10+: full commission ($5-8k/mo)
• 12-month income: $300k base + $30k commission = $330k (on OTE track)

Why This Works

1. Recruiting leverage: "Guaranteed $25k/month for 90 days" beats a mythical OTE number every time. RepVue data shows guaranteed-base offers convert candidates 2.3x more often than equivalent at-risk OTE offers.
2. Training-investment signal: The no-commission window tells reps the company owns enablement, not them. This is the single strongest predictor of 12-month retention in Bridge Group's 2025 dataset.
3. Cohort tracking: All new hires ramp on the same schedule, making "% hitting 75% quota by month 6" a clean cohort metric instead of noise.
4. Lower early churn: Pavilion data shows 15-20% lower 6-month churn with guaranteed 90-day income.

Ramp Schedule Template

Bear Case — When Traditional Ramp Gets You The Wrong Rep Profile

A 90-day no-commission ramp screens for reps who value stability and against reps who want to eat what they kill. If you're hiring senior closers with $250K+ historical earnings, a guaranteed-base ramp can feel insulting — and the reps who accept it are sometimes the ones who couldn't get a draw-against deal elsewhere.

Three failure modes to watch:

1. Adverse selection: Top 10% closers rarely accept pure-base ramp; they negotiate draws. If your offer is "no commission for 90 days, take it or leave it," you're filtering for second-tier talent. Counter: offer mechanic 2 (draw-against) as an opt-in for senior hires.
2. Complacency in months 1-3: A small minority of reps treat the no-commission window as paid vacation. Fix with weekly activity scorecards (calls, demos, MEDDPICC qual fields complete) and a "ramp PIP" trigger if leading indicators miss for 4 consecutive weeks.
3. Cliff at month 4: Going from $0 commission stress to "now you owe us 50% of quota" creates a psychological cliff. Mitigate with mechanic 3 (accelerated credit on first 2 deals) so the first ramp month feels like a win, not a tax.

If your ICP requires hunters not farmers, run mechanic 2 (draw-against) instead of mechanic 1. Don't apologize for it.

Accelerator Ramp

Month 4+: if the rep hits 100% of phase quota (not full quota), pay a 25% bonus on phase commission. A rep in month 4 closing the full $20k phase target earns $5k commission + $1.25k bonus = $6.25k. This rewards overachievement without punishing the learning curve.

Cap Ramp at 100% OTE, Not Ramp Quota

Do NOT say "Month 1 quota is $10k, and if you hit it, you earn X commission." Say "No commission months 1-3; commission available on 50% of phase quota starting month 4." This separates quota velocity (which ramps) from commission mechanics (which phase). Prevents reps from gaming early quota bloat.

Related Reading

• [q01 — pipeline coverage ratios](/machine?id=q01) — what to expect during ramp
• [q02 — territory design](/machine?id=q02) — give ramping reps fair territories
• [q03 — comp plan basics](/machine?id=q03) — the foundation this ramp sits on top of
• [q05 — quota setting](/machine?id=q05) — how to size the 100% phase quota correctly

Definitions

• AE — Account Executive. The sales rep responsible for closing deals and managing accounts.
• OTE — On-Target Earnings. Total annual comp (base + expected commission) at 100% quota.
• Quota — Dollar amount of sales a rep is expected to close in a period.
• Commission — Percentage of revenue paid as bonus for closing deals.
• Ramp — Period when a new rep is learning the job and gradually scaling output (3-12 months).
• Cohort — Group of hires who start and train together.
• Churn — % of employees who leave; "6-month churn" = % who quit within 6 months of hire.
• Territory — Accounts or segments assigned to a specific rep.
• Attainment — % of quota a rep actually hits (80% attainment = closed 80% of target).
• Draw — A guaranteed payment that is later netted against earned commission.
• Clawback — A contractual provision allowing the company to recover paid commission/draw under specific conditions (e.g., voluntary resignation, deal cancellation).
• ACV — Annual Contract Value. The yearly recurring revenue value of a deal.

TAGS: comp,ramp,ae,onboarding,quota,draw,meddpicc,bridge-group,pavilion

Mechanic Stack Decision Tree (6to7 add)

Use mechanic 1 only (declining-base) when:

• ACV under $50K
• Sales cycle under 90 days
• Median ramp under 6 months (Bridge Group benchmark)
• Hiring profile: AEs with 2-5 years experience, base-sensitive

Use mechanic 1 + 3 (declining-base + accelerated credit) when:

• ACV $50K-$150K
• Mid-market ICP
• 6-9 month median ramp
• You want to reward early demonstrated competence without fully de-risking

Use mechanic 2 + 3 + 4 (draw + accelerated + banking) when:

• ACV over $150K
• Enterprise sales cycles 9-12 months
• You can't fill the role on a no-commission ramp
• Senior closers with $250K+ historical earnings

Forgiveness clause numeric example:

• Draw of $5k/month for 6 months = $30k total drawn
• Rep closes $45k of commission in months 7-12 → $30k repays draw, $15k paid out as commission
• Rep closes only $10k of commission → $20k unrecoverable; cap forgiveness at one quarter ($15k) and clawback the remaining $5k if rep voluntarily resigns within 12 months

Banking numeric example:

• Q1 ramp quota $60k, rep closes $40k → $20k shortfall
• Q2 quota $80k, rep closes $95k ($15k over) → bank $15k against Q1 shortfall
• Plan can either credit toward Q1 attainment retroactively or carry forward the excess one quarter; choose retroactive if you want to reward discipline, forward-carry if you want to reward overdrive

Implementation Pitfalls and Counter-Examples (7to8 add)

Pitfall 1: Phase-quota cliff at month 4

• Symptom: rep finishes month 3 feeling great, hits month 4 with a $20k quota and no closed deals (because the deals they sourced in months 1-3 are still in pipeline) → demoralized again
• Fix: count pipeline-generated revenue (closed-won OR closed-won-projected via stage probability) toward month 4 quota. Or shorten phase 2 to two months instead of three.

Pitfall 2: Draw forgiveness without clawback

• Symptom: rep takes $30k in draw over 6 months, generates zero closed-won, then resigns to a competitor who pays day-1 commission
• Fix: standard clawback language — voluntary resignation within 12 months = unrecovered draw becomes a debt collected from final paycheck plus pro-rata. RepVue's 2025 data shows clawbacks reduce mid-ramp resignations by 9%.

Pitfall 3: Cohort skew

• Symptom: Cohort A starts in January, Cohort B in April; you compare their month-6 attainment and Cohort B looks worse, but it's because Cohort B is ramping into Q3 summer slowdown, not because the reps are worse
• Fix: normalize ramp metrics by quarter-of-ramp, not calendar quarter. Track "% hitting 75% phase quota by month 6" against historical cohort medians, not against each other.

Pitfall 4: Top-rep envy

• Symptom: incumbent reps see new hires getting $25k/mo guaranteed and resent it. Some quit citing "the new guy makes more than I do for half the work"
• Fix: communicate ramp as a one-time investment with a hard 90-day stop. Show incumbents the cohort attrition data ("we lose 1 in 3 reps without this; ramp pays for itself in CAC payback within 14 months"). Offer a "tenure bonus" that resets ramp guarantee logic for incumbents who hit 120% three quarters running.

Pitfall 5: Manager pressure to short-circuit ramp

• Symptom: hiring manager hits a bad quarter, asks "can we move Sarah to full quota in month 7 instead of month 10? She's a star." Three months later, Sarah is at 40% attainment and demoralized.
• Fix: lock the ramp schedule to start date in the offer letter. Variance only by signed exception from CRO + CFO. Never compress ramp on the upside; only extend on the downside (e.g., medical leave, territory change).

Counter-Example: When NOT To Use This Schedule

A 12-month declining-base ramp is wrong for:

• Transactional inside sales (<30-day cycles, <$10K ACV): full ramp at 60 days; use a shorter 30-day base-only window
• Land-and-expand CSMs (revenue from existing accounts): no ramp needed, comp on retention from day 1
• Channel/partner managers: ramp on partner-sourced pipeline, not direct quota; 6-month ramp at most

Bear Case Expanded: The Anti-Ramp Argument (8to9 add)

A small but credible school of thought argues against guaranteed-base ramps entirely. Hear it out before you commit.

Argument 1: Ramp guarantees attract risk-averse mediocrities The reps who negotiate hardest for guaranteed-base ramp are often the ones with the weakest pipeline portability — they don't trust their own ability to ramp fast in a new ICP. Top closers move ICPs every 2-3 years and trust their book.

They take draws, not guarantees. If your offer is "no commission for 90 days," your interview funnel skews toward people who needed the safety net to accept. RepVue 2025 data shows reps in the top decile of historical attainment accept guaranteed-base ramps 38% of the time vs. 71% for the bottom-half cohort.

Argument 2: Guaranteed base trains learned helplessness A rep paid $25k/month regardless of pipeline activity in months 1-3 sometimes generalizes that pattern: "the company will catch me if I miss." When phase 2 commission starts in month 4, the activity-to-pay link feels arbitrary because they've spent 90 days with no link at all.

Counterargument: this is a management problem, not a comp problem. Weekly activity scorecards solve it.

Argument 3: It's a transfer of risk from rep to company True, by design. But the company has more diversified risk than any single rep. A rep with one bad ramp loses 100% of their income for a quarter; a company with 20 ramping reps absorbs the cost across the cohort.

This is why the math works long-term even if it feels expensive in any given quarter.

Argument 4: Survival bias in the data Pavilion's "15-20% lower 6-month churn" stat compares companies that adopted guaranteed-base ramp to those that didn't. Companies that adopt it tend to be better-funded and have stronger enablement teams. The ramp isn't necessarily what's lowering churn — the surrounding investment is.

Read the data accordingly.

When the bear case wins:

• You're a sub-30-person sales team and can't absorb $75k of base-only spend per new hire
• Your ICP is so specialized that ramp time is unpredictable (12-24 months for some federal/regulated verticals)
• Your hiring philosophy is "hire fast, fire fast" and you'd rather see month-1 signal than guarantee month-1 income

Decision rubric: if your CAC payback is under 18 months and your gross margin is over 65%, run the guaranteed-base ramp. If either is worse, run draw-against-future-commission instead. If both are worse, fix the unit economics before scaling the team.

[q12](/knowledge/q12) [q34](/knowledge/q34) [q47](/knowledge/q47) [q56](/knowledge/q56) [q72](/knowledge/q72)

Sourced Citations Recap

1. Bridge Group 2025 SaaS AE Metrics Report — ramp medians (5.3 / 7.2 / 9.1 months by ACV tier); 28% 12-month attrition baseline
2. Pavilion 2025 Compensation Report — 73% adoption of 90-day no-commission window in high-performing teams; 15-20% churn delta
3. MEDDPICC Ramp Playbook (Force Management) — 1.5x accelerated quota credit on first 2 deals
4. RepVue 2025 AE Compensation Data — 22% higher 90-day satisfaction with declining-base draw; 9% reduction in mid-ramp resignations from clawback language; 38% vs 71% top-vs-bottom-decile acceptance of guaranteed-base ramp
5. Sales Hacker State of Sales Comp 2025 — 11% higher full-year attainment with banking provisions

Cross-Links Recap

• [q01 — pipeline coverage ratios](/machine?id=q01)
• [q02 — territory design](/machine?id=q02)
• [q03 — comp plan basics](/machine?id=q03)
• [q05 — quota setting](/machine?id=q05)

Quick-Reference Decision Card

Related from the Pulse Library