OUT-OF-THE-BOX APPS
Set, adjust and model quotas with confidence. Twelve prebuilt applications covering allocation and proration, relief and exception handling, scenario comparison across methodologies, attainment visibility for the field, and the diagnostics that tell you afterwards whether the quota was any good.
Used by sales operations.
Prorates quota across a selected time span by product category, for mid-period hires, leaves of absence, role changes and partial periods. Proration can factor in the number of days, weeks or months a payee is active, their termination date, or any other eligibility criterion.
Quota relief is where a well-built plan quietly comes apart. These three apps make the process visible at the point it happens and at the point it accumulates.
Used by sales operations, manager.
Runs the quota relief request: a manager raises an exception for a named person, sales operations reviews it, and the outcome is recorded against the quota rather than settled by email.
Used by sales operations.
Evaluates what a proposed adjustment does across the territory and product hierarchies before it is applied, so relief granted at one level does not silently unbalance the level above.
Used by sales operations, sales leadership.
Aggregates the exceptions granted across all territories so leadership can see the cumulative effect rather than a series of individually reasonable decisions.
Run this before the period closes. Exception creep is invisible one approval at a time. By the time the aggregate shows up in the attainment distribution, the quota model gets blamed for what the relief process did.
Used by sales operations, sales leadership.
Compares quota scenarios side by side to show what a different methodology or a different parameter set produces, before anything is published to the field.
This is the quota equivalent of the Scenario Comparison apps on the compensation hub, used at the same point in the year for the same reason: the cost of finding out in February is much higher than the cost of modeling in November.
Used by salespeople and their managers.
Shows an individual their quota, their targets and the performance context around them. The default field-facing quota view and the one most rollouts start with.
Used by salespeople and sales operations.
Provides visibility into the detail behind an individual's current quota: how it was derived, over what period and against which products or territories.
Overview answers what the quota is. Communication answers where it came from. The second question is the one that generates escalations when it goes unanswered.
Used by salespeople and their managers.
Shows how an individual's quota attainment moved between periods and attributes the change to its contributing factors.
Used by salespeople and their managers.
Compares an individual's attainment against the average for their position and breaks down what accounts for the gap.
Deploy with your eyes open. Same transparency trade-off as the equivalent earnings benchmark. It makes territory quality differences visible, which is useful and uncomfortable in equal measure.
These three are diagnostics. They do not help you set quota; they tell you afterwards whether the model you used was sound. They answer different questions and are easy to confuse.
Used by sales operations, sales leadership.
Measures the correlation between assigned quota and realized sales by territory. A weak correlation means the quota model is not tracking the opportunity actually present in the territory.
Used by sales operations, sales leadership.
Measures the correlation between assigned quota and attainment by territory, which identifies systematic over- or under-loading of particular territories rather than individual performance variation.
Accuracy asks whether quota tracks the opportunity. Bias asks whether quota is systematically harder to hit in some territories than others. A model can be accurate in aggregate and still biased against a region, and the people in that region will know long before the data does.
Used by sales operations, sales leadership.
Visualizes the shape of the attainment distribution by territory. A healthy plan produces a recognizable curve. A bimodal or heavily skewed one usually means the quota model, not the sales force, needs attention.
Optymyze distributes quota across any dimension and any time period, using top-down allocation, bottom-up build-up or a combination, with effective-dated rules that hold prior periods intact when the methodology changes mid-year. From a single territory target to a multi-region planning cycle, the same configuration applies.
The twelve applications above assume a conventional structure. Optymyze also supports quota models that are not in the gallery: capacity-based allocation, ramped quotas for new hires, and seasonality curves specific to your category. Each is built from the components these twelve use.
For capability detail rather than the application inventory, see sales quota management in the knowledge base.
See how Optymyze automates sales commissions, quotas, territories and objectives with speed and accuracy, in a session built around the program you run today.
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