Redesign Sales Incentives for a Scaling Software Company
Overview
What this challenge is about.
Redesign Sales Incentives for a Scaling Software Company. Intermediate challenge in strategy. Developing strategies for real business problems, earn a blockc...
The Brief
What you'll do, and what you'll demonstrate.
The current commission plan pays only for new customer acquisition, starving the account expansion and retention work that the company's new enterprise sales strategy depends on.
This is not a case study exercise. It is the work a consultant does when a client needs a recommendation backed by evidence. That distinction matters to every hiring manager who has seen candidates recite Porter's Five Forces and none who have built a recommendation a client would actually pay for.
When you finish, you will have something most graduates do not: a real-world deliverable, verified by Ewance, that you can show to a hiring manager and say "I did this. Here is the proof."
Earning criteria — what you'll demonstrate
- Translate a company's strategic shift into measurable sales-incentive components and weights
- Build a payout model that enforces a fixed commission budget against real historical bookings
- Apply motivation principles to design quotas, accelerators, and caps that drive intended behavior
- Construct a change-management plan that anticipates representative pushback and transition fairness
- Communicate a compensation redesign clearly enough for non-specialist leadership to approve it
Program Fit
Where this fits in your program.
Sharpens the same skills your degree expects you to demonstrate.
Aligned coursework coming soon.
Skills
Skills you'll demonstrate.
Each one shows up on your verified credential.
- Incentive Design
Apply incentive design to solve real industry problems and demonstrate production-level capability.
- Compensation Analysis
Apply compensation analysis to solve real industry problems and demonstrate production-level capability.
- Sales Strategy
Develop sales approaches that align with buyer needs and revenue targets.
- Change Management
Plan and guide organizational transitions to achieve lasting adoption.
Careers
Career paths this challenge builds toward
Completing this challenge demonstrates skills that transfer directly to these roles:
Compensation Analyst
This challenge mirrors the core analyst task of modeling pay outcomes against real data under a fixed budget, giving you a portfolio piece that shows you can design and cost an incentive plan, not merely describe one.
This challenge sharpens
- incentive-design
- compensation-analysis
- change-management
Sales Operations Manager
Sales operations owns the commission plan and its rollout. Redesigning incentives to match a go-to-market shift and planning the transition for the team directly rehearses how this role aligns selling behavior with company strategy.
This challenge sharpens
- sales-strategy
- incentive-design
- change-management
Revenue Operations Consultant
Consultants are hired to fix exactly this kind of misaligned plan. Producing a defensible, data-backed redesign with a client-ready deck builds the analytical and advisory skills the role demands.
This challenge sharpens
- compensation-analysis
- sales-strategy
- incentive-design