To prevent engineers from gaming output-based pay, 10X assigns a "Technical Strategist" to each project. The engineer is paid for output, but the strategist is incentivized by client retention and account growth (NRR), creating a healthy tension that ensures high-quality work is delivered.

Assigning expansion quotas to Customer Success (CS) is a critical mistake. CS should focus on implementation, adoption, and value realization, creating the conditions for growth. However, the act of selling the expansion is a core sales responsibility that requires a sales skillset and incentive structure.

To powerfully reinforce desired behaviors, compensation plans must connect the reward as closely in time as possible to the sales activity. This "proximity principle" is more effective than distant, larger payouts because it creates a clear and immediate link between action and incentive, even if the initial payout is smaller.

A one-size-fits-all sales role fails in consumption models. Success requires segmenting the team into specialized roles—new business acquisition, customer onboarding, and account management—each with distinct incentives aligned to their specific function, from initial sign-up to value realization and expansion.

Don't assume large, well-resourced companies have solved fundamental GTM challenges. Even at Google, sales and marketing alignment is a persistent people and process issue, not one that can be solved simply by adding budget or headcount. These problems are universal.

In a consumption model, some growth is organic. Instead of paying reps for this predictable growth, Google used analytical models to forecast a customer's spend trajectory. Account managers were then compensated heavily for exceeding this baseline, rewarding them only for the growth they directly influenced.

Sales compensation is the most powerful lever for changing a sales team's behavior quickly. More than training or directives, incentives tell reps what they are supposed to do and why, directly shaping their daily actions and strategic focus.

Unlike perpetual or even subscription models, consumption-based compensation holds sales reps directly responsible for the customer's ongoing product usage. Reps are on the hook to ensure credits are "burned down," effectively merging the roles of sales and customer success and forcing a continuous selling motion.

Google's new business reps were compensated on the first three months of a new customer's spend, despite handing them off immediately after the initial sign-up. This incentivized them to find high-potential customers who would derive significant value from the product, rather than just securing a large upfront commitment.