Cybersecurity sales isn’t for the faint of heart. The sales cycle is long, prospects are skeptical, and getting past the technical gatekeepers is an art form. Yet, many companies still use generic compensation plans that fail to incentivize the right behaviors.
A well-structured comp plan can be the difference between a high-performing sales team and one that’s just coasting. Here’s how to build a compensation plan that truly motivates your cybersecurity sales reps.
Align Incentives with Deal Complexity
Cybersecurity deals often involve multiple stakeholders, rigorous proof-of-concept trials, and heavy competition. If your comp plan only rewards closed deals without considering the effort involved, reps might cherry-pick easier opportunities instead of pursuing strategic, high-value accounts.
What works:
- Tiered commission structures that reward higher percentages for larger or strategic deals.
- Bonuses for reaching key deal milestones (e.g., securing a meeting with a CISO, advancing from proof-of-concept to contract negotiation).
Reward Multi-Year Contracts
Cybersecurity vendors thrive on long-term contracts. However, if reps only get paid on first-year revenue, they’ll focus on quick wins rather than securing long-term commitments.
What works:
- Paying commissions on total contract value (TCV) instead of just first-year revenue.
- Offering higher commissions for multi-year deals.
- Implementing clawbacks if a customer churns early due to poor fit.
Encourage New Logo Acquisition and Expansion
Many cybersecurity companies struggle to land new logos while also retaining and expanding within existing accounts. Reps need clear incentives for both.
What works:
- Higher commission rates for new customer acquisitions.
- Separate incentives for upselling and cross-selling to existing clients.
- SPIFFs (short-term bonuses) for key deals that align with company growth strategies.
Incorporate Non-Financial Rewards
Money is a motivator, but recognition, career growth, and non-cash perks also drive performance.
What works:
- President’s Club trips for top performers.
- Public recognition through internal and external announcements.
- Career progression opportunities (e.g., clear pathways to enterprise sales or sales leadership roles).
Leverage Accelerators & Caps Wisely
A great comp plan rewards top performers without discouraging mid-tier reps.
What works:
- Commission accelerators that increase payout rates once quotas are exceeded.
- No commission caps—nothing kills motivation faster than hitting a ceiling.
- Fair but aggressive quotas based on real market data, not wishful thinking.
Regularly Review & Adapt
The cybersecurity landscape evolves fast—so should your comp plan. If reps feel like their efforts aren’t fairly rewarded, they’ll start looking elsewhere.
What works:
- Conducting quarterly feedback sessions with the sales team.
- Benchmarking against industry standards to stay competitive.
- Adjusting the plan based on company goals and market shifts.
Cybersecurity sales is tough, but a well-designed compensation plan can turn a good sales team into a great one. By aligning incentives with deal complexity, rewarding long-term value, and recognizing top performers, you’ll create a culture where sales reps are truly motivated to win.
Does your current comp plan inspire your team to go the extra mile? If not, it might be time for a rethink.
At Aspiron Search, we specialize in helping you find the right talent to build and strengthen your sales team. Reach out today to discuss how we can help you make the right hires and build a comp plan that drives success!
