Getting it into your agent
One page per mod, every tool's command on it. A separate URL per tool would split the same page into five that compete with each other.
npx skills add cnfeat/top-pm-skills --skill sales-compensationgit clone --depth 1 https://github.com/cnfeat/top-pm-skillsWrote this? Show the measurements
A badge with what this costs and how it scanned, read live from this page, so it follows the numbers instead of freezing them. Markdown for a README, HTML for a documentation site or a project page.
[](https://agentmods.dev/skills/cnfeat/top-pm-skills/sales-compensation)<a href="https://agentmods.dev/skills/cnfeat/top-pm-skills/sales-compensation"><img src="https://agentmods.dev/badge/skills/cnfeat/top-pm-skills/sales-compensation/github.svg" alt="Measured on agentmods" height="20"></a>Or the 80×15 button, for a site that already has a row of RSS and ATOM ones. Only the verdict fits; the numbers stay here.
<a href="https://agentmods.dev/skills/cnfeat/top-pm-skills/sales-compensation"><img src="https://agentmods.dev/badge/skills/cnfeat/top-pm-skills/sales-compensation.svg" alt="Reviewed on agentmods" width="80" height="20"></a>What it costs to keep this loaded
Counted locally with the o200k_base tokenizer, which is exact for GPT models; Claude uses its own tokenizer and its counts differ. Treat this as one consistent yardstick across the catalogue rather than a bill. Prices are per million input tokens.
| Model | Per session | Once invoked |
|---|---|---|
| Fable 5.1 | $0.00047 | $0.00677 |
| Opus 5 | $0.00023 | $0.00338 |
| Sonnet 5 | $0.00009 | $0.00135 |
| Haiku 4.5 | $0.00005 | $0.00068 |
Grade A, and why
sales-compensation scanned grade A with 0 findings against 26 rules in 11 categories — prompt injection, anti-refusal, data exfiltration, privilege escalation, supply chain, agent snooping, system-prompt leakage, SSRF and excessive agency — measured 9d ago.
A static scan of the body, not an audit. Every finding is printed with the line that produced it so you can judge whether it matters here. A mod is markdown that instructs an agent; that is exactly why what it instructs is worth reading.
Nothing flagged
None of the 26 patterns this scan looks for appear in this file: no shell pipes, no recursive deletes, no credential paths, no hidden text, no instruction-override or anti-refusal phrasing, no agent-config snooping. That is not a guarantee, it is the absence of the things that are checkable.
How it starts
The opening of the file, as written. The whole thing — 61 lines — stays where its author put it; the contents beside it link to each section on GitHub.
Sales Compensation
Help the user design effective sales compensation plans using frameworks from 2 product leaders.
How to Help
When the user asks for help with sales compensation:
- Understand the business model - Ask about their sales cycle, ACV, and customer retention patterns
- Identify current problems - Determine if there are misaligned incentives or retention issues
- Design aligned incentives - Help them create comp plans that drive the right behaviors
- Consider ramp and quotas - Guide them on structuring pay for new hires
Core Principles
The standard 50/50 split is a starting point
Jason M Lemkin: "It's usually 50/50, right? 50% base, 50% bonus for a sales rep." The standard OTE structure is 50% base salary and 50% variable commission. This is a common baseline for quota-carrying roles.
Traditional comp plans are misaligned
Sahil Mansuri: "Sales comp plans are stuck in the stone ages... What we haven't done is built a modern technical sales compensation plan that actually aligns the needs and incentives of the business, the customer and the rep." Consider designing comp that rewards long-term retention and net dollar retention, not just closed deals.
Align incentives with customer success
If your business depends on customer retention, comp plans should include components tied to customer outcomes, not just initial bookings. Reps who close churny deals should earn less than those who close sticky customers.
Ramp periods matter
New sales hires need ramp periods with guaranteed draws or reduced quotas while they learn the product and market. Typical ramps are 3-6 months for SMB and 6-12 months for enterprise.
Simplicity drives behavior
Complex comp plans with many variables lead to confusion and gaming. Simple plans where reps understand exactly what actions increase their pay are more effective.
Questions to Help Users
- "What percentage of new deals churn within the first year? Does your comp plan account for this?"
- "Is your comp plan so complex that reps don't know how to maximize their earnings?"
- "What behaviors are you trying to incentivize? Does your comp plan actually reward those behaviors?"
- "How long is your sales cycle, and how does that affect cash flow for reps?"
- "What's your ramp structure for new hires? Is it working?"
What ships with it
1 file beside SKILL.md in the same directory: the scripts, references and assets a skill reads on demand. Not counted in the per-session cost; read them before you install if any of them is executable.
What this file has done since we first saw it
Hashed on every crawl. A supply-chain change to an agent config is a question of when, not whether, so the history is kept rather than the latest state alone.
- 9d ago First seen · 61 lines · 47 tokens per session scan A 480049ebeb78
sales-compensation is a skill published in the GitHub repository cnfeat/top-pm-skills (48 stars, last pushed 3mo ago), licensed MIT. It adds 47 tokens to every session and 677 once invoked, about $0.0002 per session on Opus 5. A static security scan graded it A with 0 findings. No closer match exists in the catalogue, so it is treated as the original; first seen 2026-09-03.
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