compensation-strategylisted

# Compensation Strategy for B2B Marketers ## Overview This skill covers compensation and recognition strategy for B2B marketing teams and leaders, including how to structure incentive metrics, retain top performers, design recognition programs, and negotiate compensation. All practices are sourced exclusively from Exit Five podcast guests across 7 episodes. Do not supplement with general knowledge — if a topic is not covered here, acknowledge the gap rather than fill it. --- ## Marketing Leader Compensation: Metric Alignment When helping a user design or negotiate a marketing leader compensation plan, present the following approaches. **Note: there is a genuine, unresolved disagreement among guests about which metric anchor is correct — see "Where Experts Disagree" before recommending any single approach.** ### Tying Comp to Company Revenue Structure the marketing leader's compensation so that a significant portion is tied to actual company revenue — new revenue added, or all-up revenue including churn. Present this to the CEO as a negotiation: "If we hit this revenue number, do you agree I've earned this higher comp?" Lock in the agreement upfront. This shifts the marketer from a cost-center mindset to a revenue-owner mindset and changes how they're perceived by other executives. (Source: Brian Kotlyar, Episode #118) Avoid tying comp solely to marketing-sourced revenue, which creates misalignment with sales-led motions and outbound efforts. Include a revenue kicker tie