As businesses strive for sustainable growth and revenue maximization, the role of the Chief Revenue Officer (CRO) has become increasingly pivotal for optimal sales performance.
This strategic position is tasked with overseeing and aligning all revenue-generating operations, from sales and marketing team members to business partners.
Designing an effective compensation plan for a CRO is crucial to incentivizing ideal sales behavior, retaining top performers, and driving organizational success.
According to Gartner, a chief revenue officer (CRO) is a corporate executive responsible for all revenue operations in an organization. CROs are accountable for driving better integration and alignment between all revenue-related functions, including marketing, sales, customer support, pricing, and revenue management.
They are also responsible for overseeing sales enablement strategies for profitable revenue generation and tracking performance metrics over the organization's long term.
Organizations have been integrating Chief Revenue Officers since Forbes labeled the position “the CEO’s new secret weapon” in 2012. The acceleration of SaaS only accelerated this trend and now Salesforce reports that nearly 25% of organizations will have hired a CRO sales position by 2023.
Simply put, the key objectives of the CRO role are to:
1. Collaborate closely with the senior leadership team to execute the current corporate strategy and develop new strategic plans for future growth and revenue expansion.
2. Ensure optimal performance, strategic alignment, and coordination across all revenue-generating departments, including sales, marketing, customer success, and partnerships by:
While these roles may seem similar at first glance, they have distinct responsibilities and focus areas within the company. Understanding the key differences between a CRO and a VP of Sales is crucial for businesses looking to structure their revenue-generating teams effectively and design appropriate compensation plans.
To help clarify the distinctions between these two roles, let's take a closer look at their primary responsibilities, organizational structure, revenue focus, key metrics, and compensation structures.
The CRO has a broader, more strategic purview, overseeing all revenue-generating functions, including sales, marketing, customer success, and partnerships. In contrast, the VP of Sales typically focuses solely on leading and managing the sales organization.
The CRO is responsible for developing and executing the overall revenue strategy and aligning various teams towards common goals. The VP of Sales concentrates more on the operational aspects of sales, such as implementing sales processes, managing sales teams, and achieving sales targets.
The CRO often reports directly to the CEO or President and is part of the executive leadership team. The VP of Sales typically reports to the CRO (or the Chief Operating Officer in some organizations) and is part of the senior management team.
The CRO has a holistic view of revenue generation, including customer acquisition, retention, and expansion. The VP of Sales is primarily concerned with new customer acquisition through the sales organization.
The CRO is responsible for overall revenue growth, cross-functional alignment, and long-term strategic initiatives. The VP of Sales, on the other hand, is focused on sales performance metrics, such as revenue targets, sales pipeline, and conversion rates.
The CRO's compensation often includes a mix of base salary, revenue-based incentives, equity, and long-term incentive plans, reflecting their broader strategic role. The compensation for a VP of Sales typically includes a base salary and sales-based commissions or bonuses tied to individual and team performance.
These key differences can help you better define the roles and responsibilities of your revenue leaders, ensuring optimal alignment and collaboration between the CRO and VP of Sales positions. This clarity also helps in designing appropriate compensation structures that incentivize the desired behaviors and outcomes for each role.
When it comes to evaluating the performance of a Chief Revenue Officer (CRO), it's essential to use a well-rounded approach that takes into account both quantitative metrics and qualitative aspects.
By assessing a CRO's performance holistically, organizations can gain a clear understanding of their impact on revenue growth, strategic initiatives, and overall team success. Some common performance indicators for a CRO include:
This is the primary metric that evaluates the CRO's ability to drive overall revenue growth across all revenue-generating functions. It's important to compare revenue growth against predetermined targets and industry benchmarks to gauge the CRO's impact.
CROs should be evaluated on their ability to attract new customers while simultaneously reducing churn and increasing customer lifetime value. Tracking metrics such as customer acquisition cost (CAC), customer retention rate, and net promoter score (NPS) can help assess the CRO's impact on customer-related goals.
CROs should be measured on their ability to maintain a robust pipeline, improve lead quality, and optimize conversion rates. Monitoring metrics like pipeline velocity, average deal size, and sales cycle length can provide valuable insights into the CRO's influence on sales performance.
CROs should be evaluated on their ability to foster a cohesive revenue-generating ecosystem, align goals and strategies across departments, and promote effective communication and data-sharing practices. Conducting regular surveys and feedback sessions with cross-functional teams can help gauge the CRO's success in driving alignment.
CROs should be evaluated on their ability to hire, train, and retain top talent, create a positive team culture, and develop future leaders. Tracking metrics such as employee satisfaction, retention rates, and internal promotion rates can provide insights into the CRO's people management skills.
CROs should be measured on their ability to ensure customer success, address customer concerns proactively, and build long-term relationships. Monitoring customer feedback, support ticket resolution times, and account health scores can help assess the CRO's impact on customer satisfaction and loyalty.
By regularly tracking and analyzing these quantitative and qualitative metrics, organizations can gain a comprehensive understanding of a CRO's performance and make data-driven decisions regarding their compensation, professional development, and overall contribution to the company's success.
When discussing the average salary of a Chief Revenue Officer (CRO), it's important to consider various factors that can influence their compensation package. The salary range for a CRO can vary significantly depending on the company's size, industry, location, and growth stage. In the competitive landscape of Silicon Valley and tech hubs like New York, CROs often command higher salaries due to the intense demand for their skills and expertise.
In SaaS companies and other high-growth businesses, CROs play a critical role in driving revenue growth and improving profit margins. As such, their compensation plans are often designed to align with the company's overall sales compensation plan and executive compensation structure.
The best way to structure a Chief Revenue Officer’s salary package is to include a combination of base salary, performance-based bonuses, and long-term incentives such as equity or stock options.
According to Builtin and Comparably, this is what a typical CRO’s comp plan in the United States looks like:
Base Salary - $237,508
Additional Compensation - $172,556
Total Compensation - $410,064
+
Equity - (1.5 [series funded] - 2.5% [early stage])
It's worth noting that the additional compensation component often includes bonuses tied to the achievement of specific revenue targets or other key performance indicators (KPIs).
These bonuses can be structured as a percentage of the CRO's base salary or as a commission rate based on the company's overall sales performance.
In some cases, CROs may also receive additional incentives for achieving certain milestones, such as successfully leading the company through an IPO or securing significant new business deals.
However, it's essential to strike a balance between rewarding short-term wins and encouraging long-term, sustainable growth. Implementing quota accelerators and decelerators can help ensure that the CRO's compensation aligns with the company's overall financial goals and doesn't lead to excessive risk-taking.
Ultimately, the key to designing an effective compensation package for a CRO is to consider the unique needs and goals of the organization. By collaborating closely with the CFO and other key stakeholders, companies can create a compensation plan that attracts top talent, incentivizes performance, and supports long-term success.
Whether the CRO oversees a team of sales reps, sales managers, or other sales leaders, their compensation should reflect their critical role in driving revenue growth and shaping the company's overall sales strategy.
When determining how to compensate a Chief Revenue Officer (CRO), CEOs often face two common questions:
"How should I compensate my new CRO?"
and
"Should I include them in our executive bonus plan or use a more traditional sales incentive arrangement?"
The approach to CRO compensation should be carefully considered, as poor decisions can have dramatic implications, especially when it comes to collaboration with other C-suite members.
The most effective CRO compensation plans address the following factors:
Careful consideration of these factors, rather than knee-jerk reactions or letting candidates dictate their own packages, is crucial for designing an effective CRO compensation plan that aligns with the company's goals and promotes collaboration within the executive team.
Designing an effective sales commission structure for a Chief Revenue Officer requires a balanced approach that aligns with the organization's revenue goals and the CRO's strategic role. Here are some considerations:
CROs typically receive a competitive base salary commensurate with their experience, industry, and the company's size and performance. The base salary should be sufficient to attract and retain top talent while allowing for a significant portion of their compensation to be tied to performance-based incentives.
A significant portion of the CRO's compensation should be linked to the achievement of revenue targets. This could be structured as a percentage of the total revenue generated or a commission on incremental revenue growth.
For example, a CRO could receive a commission of 0.5% to 1% of the total revenue generated, or a commission of 2% to 4% on revenue growth above a predetermined target.
0-100% of Revenue Target = 0.5% of Revenue Generated ($4mil - target)
>100% of Revenue Target = 1% of Revenue Generated
To align the CRO's interests with the company's long-term success, equity or profit-sharing components can be included in the compensation package. This could be in the form of stock options, restricted stock units (RSUs), or a percentage of the company's profits.
In addition to revenue-based commissions, CROs may be eligible for annual or quarterly bonuses based on the achievement of specific revenue goals, customer satisfaction metrics, team performance, or other key performance indicators (KPIs).
To incentivize long-term growth and retention, CROs may participate in long-term incentive plans that vest over several years, contingent on the achievement of predetermined revenue or profitability milestones.
Depending on the company's performance and the CRO's contributions, discretionary bonuses may be awarded to recognize exceptional achievements or strategic initiatives that drive long-term value creation.
It's important to note that the specific commission structure and incentive plan for a CRO should be tailored to the organization's size, industry, revenue model, and growth objectives. Regular performance reviews and adjustments to the compensation plan may be necessary to ensure alignment with evolving business needs and market conditions.
Designing a well-balanced and performance-driven compensation plan for the Chief Revenue Officer can effectively incentivize revenue growth, foster cross-functional alignment, and attract and retain top talent in this critical leadership role.
A CRO's equity typically ranges from 1.5% in series-funded companies to 2.5% in early-stage startups. The exact amount depends on factors such as company size, growth stage, and the CRO's experience and negotiation.
Compensate a CRO with a mix of base salary, performance-based bonuses tied to revenue targets, and long-term incentives like equity. Structure their package to align with company goals and drive desired sales outcomes.
According to Comparably, the median total compensation for a CRO in the US is $483,330, with a median base salary of $323,418, and additional compensation (bonuses, equity) of $67,140.
CRO salaries in SaaS companies are often higher due to the industry's competitive landscape. While exact figures vary, CROs in SaaS typically command base salaries above $300,000, with significant performance-based bonuses and equity stakes.