OTE (on-target earnings)
Also called: on-target earnings, OTE comp
How OTE is structured
A typical sales role’s compensation:
- Base: 50-70% of OTE, paid regardless of performance.
- Variable at target: the rest. Earned at 100% of quota.
- Accelerators: payouts above 100% of quota, often at 1.5-2x rate. A salesperson who closes 120% of quota earns more than 120% of variable.
- Decelerators or floors: variable paid below 100% of quota, sometimes with a threshold (no variable below 60% achievement).
A “€100k OTE” role typically means €60-70k base + €30-40k variable at target. A salesperson at 80% of quota earns ~€84-92k; at 130% they earn €110-125k.
What “OTE” obscures
Three commonly hidden details a sales candidate should ask about:
- What % of the team hit OTE last year? If <60% hit target, the OTE number is aspirational, not typical.
- What’s the quota? A €100k OTE with a €600k quota is different from one with €1.2M quota. Same comp, different reachability.
- Is the comp plan stable? Plans that change mid-year erode trust; plans capped at 120% put a ceiling on performance.
Where it sits vs. total comp
OTE is typically the headline number in sales job postings; total comp adds equity and benefits on top. A senior sales role might post “€120k OTE” with a total comp of €145-160k including equity. Both numbers belong in the conversation.
Where Join fits
Sales role postings in Join can specify OTE structure (base, variable, quota) as separate fields, so candidates see the breakdown not just the headline. See the features page.
