OTE Calculator
Your offer letter says "$120k OTE." What you'll actually make depends on attainment, the base/variable split, and the accelerator — this shows the real number.
Your earnings at attainment
Below 100%: variable × attainment. Above 100%: full variable + accelerator on the overage. Floors/decelerators vary by plan.
What OTE actually promises
OTE (on-target earnings) = base salary + variable compensation at exactly 100% of quota. It is not a salary and not a guarantee — it's the midpoint of a curve. The three numbers that define your real earning range:
- The split. 50/50 is standard for closing roles (AEs), 60/40 or 70/30 base-heavy for SDRs and account management. A more base-heavy split means less downside and less upside.
- The attainment distribution. The uncomfortable industry reality: in a typical B2B org, only around half of reps hit 100%. Ask what median attainment on the team was last year — it tells you more than the OTE figure does.
- Accelerators. Above 100%, good plans pay 1.25–2× on the overage. That asymmetry is where great years come from: at a 1.5× accelerator, 120% attainment pays 130% of variable.
Worked example
$120k OTE, 50/50 split, 85% attainment: base $60k + variable $51k = $111k. Same plan at 120% with a 1.5× accelerator: $60k + $60k + $18k = $138k. The $27k swing between a slightly-miss year and a good year is the real shape of the job.
Questions to ask before signing
- What was median team attainment last year? (Below ~70% signals quotas set to fail.)
- Marginal or cliff-based bonuses? Any floor below which variable pays zero?
- When does commission pay — on booking, invoice, or collection? Clawbacks on churn?
- Is the draw during ramp recoverable?
And once you're in the seat: attainment math per deal, accelerator projections, and payout timing are exactly what the Controlla app tracks — see also the tiered commission calculator if your plan brackets rates by volume.
Frequently asked questions
What does OTE mean in a job offer?
On-target earnings: base salary plus variable compensation if you hit exactly 100% of quota. Actual pay scales with attainment — commonly 40–60% of reps earn less than OTE in a given year.
What is a typical OTE split?
Closing roles (account executives) usually run 50/50 base/variable. SDR and account-management roles run base-heavier: 60/40 to 70/30.
What is an accelerator in sales compensation?
A multiplier applied to variable comp earned above 100% of quota — commonly 1.25× to 2×. At 1.5×, finishing at 120% pays the full variable plus 1.5 × 20% extra.
Is OTE guaranteed?
No. Base salary is guaranteed; the variable half depends entirely on attainment. During onboarding many companies pay a temporary draw or ramp guarantee — ask whether it's recoverable.