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Design motivation-driving compensation structure. Components: Base salary (40-50% of OTE), Variable commission (50-60% of OTE). Tiers: 0-70% quota: 8% commission. 70-100% quota: 10% commission (standard rate). 100-120% quota: 15% commission (accelerator). 120%+ quota: 20% commission (super accelerator). Example: $100k OTE, $50k base, $600k quota. At 100% quota: $50k base + $60k commission (10% of $600k) = $110k. At 120% quota: $50k base + 12k (0-70%) + 18k (70-100%) + 21.6k (100-120%) = $101.6k. Add SPIFs for strategic goals. Pay monthly or quarterly. Include clawback clauses. Review annually.