The numbers disagree.
Find the source.
Explain the difference.
FOR THE PERSON WHO INHERITED COMP PLANNING
Learn SaaS compensation by doing the work.
Practice the work before it’s yours to own.
Build the judgment behind compensation: design plans, model the economics, investigate data, advise the business and audit AI-assisted work. Start with the responsibility you need to own.
One complete free case · No account required
YOUR NEXT RESPONSIBILITY
What changes
if we change the plan?
Model the impact. Check the assumptions.
A decision
you can defend.
Evidence · Options · Risks · Next steps
Illustrative work products · Real reasoning
Your work, from first question to final recommendation.Investigate → Reconcile → Decide → Recommend
FREE CASE 01 BLUE-CLOVER / YOUR FIRST ASSIGNMENT
THE WORK, NOT JUST THE CONCEPT
Before you change the plan,
find the problem.
The CRO wants richer accelerators. Finance wants the cost. You need to decide whether pay is the problem.
Try the model here, then open the assignment. Investigate the evidence, choose an approach, respond to stakeholder challenges and leave with your own decision brief.
Open your assignment →Free · Self-paced · No account required
Marcus ReedVP, FP&A
Show me the cost before we call this a growth plan.
Same performance.
Different payout.
Current payout$560,000
Proposed payout$569,000
$9,000 extra payout · historical ARR held constant
What does this comparison prove?
It estimates payout cost under each plan. It does not show that a richer incentive will create more revenue. Only the three sellers already above quota would receive an increase under a richer accelerator.
THE LEARNING INDEX
Find the problem
you need to practice.
Make the economics work.
Explore plan design, quotas, pay mix, payout mechanics and financial tradeoffs.
Practice toward a defensible plan recommendation.
Explore the learning index →Trust the work behind the payout.
Explore systems, source data, crediting, governance and executive communication.
Build clear evidence and implementation decisions.
Explore the learning index →Beyond the
first assignment.
Plan design, modeling, operations, systems and data, GTM strategy, governance, executive communication and AI.
Find skills and outputs →AN OPTIONAL STARTING POINT
What’s on
your desk?
You can go straight to the free case. If you want direction, begin with the responsibility you’re preparing to own.
A deeper evidence-based assessment is planned. These suggestions use your selected responsibility; they do not measure mastery.
EVIDENCE-BASED STARTING POINT
You inherited comp. Where should you start?
Work through four realistic decisions and see what your answers support without a mastery score. No account required.
Start the diagnostic →Choose a responsibility for quick guidance, or use the diagnostic for an evidence-based starting profile.
HOW YOU LEARN
Make a call.
Then make it stronger.
Investigate & reconcile
Start with a business problem. Inspect the evidence, calculate the impact, and separate facts from assumptions.
Decide & recommend
Weigh alternatives. Write the professional output. Explain what you would do and why.
Challenge & revise
Compare your reasoning with reference coaching. Revisit assumptions and apply the thinking to a changed situation.
A starting point. A path forward. A reason to return.
Diagnose → Practice → Demonstrate → Reassess. The planned learning system uses evidence to guide your next work.
FINISHED WORK, NOT A COMPLETION BADGE
Something you
can put on the table.
A calculation matters when it supports a decision. Each assignment leads to an output that resembles what the real work requires.
See the payment-summary and team-message examples
Payment summary: amounts ready for Finance, exceptions held for review, the governing crediting rule and supporting evidence.
Team communication: what changes in pay mix, how target earnings compare, when payments happen and where questions go.
Examples of future work products.
ILLUSTRATIVE DECISION BRIEF
TO / CFO + CRO SUBJECT / Accelerator proposal
Validate the problem before expanding the plan.
Cost: At 1.2×, payouts rise from $560,000 to $569,000 on the same historical ARR.
Evidence: Three sellers already above quota receive the increase. Lower-attaining sellers have less estimated territory opportunity.
Recommendation: Validate coverage and quota assumptions before a broad increase. Define a bounded pilot if retention or incentive evidence supports it.
One defensible example, not the required answer. Create your own in Case 1.
LEARN → PRACTICE → APPLY
Your next work
should fit your needs.
Future paid learning is intended to support a recommended journey or a package you choose yourself. Experienced operators can focus on the problems relevant to their work.
Packaging, bundle sizes and pricing are still being developed. Additional experiences are in development.
BUILT FROM THE OPERATOR’S SEAT
For the work behind
the compensation plan.
Founded by Jessica Clover, a global variable compensation leader with Sales and Revenue Operations experience. The focus is on the evidence, decisions and communication the responsibility actually requires.
Meet the thinking behind the product →YOUR FIRST ASSIGNMENT IS WAITING
Practice the work before
it’s yours to own.
Start the free case ↗Evidence, analysis, recommendation and reference coaching included.