2026 Manager Compensation Calculator

Strive Pharmacy · Sales Operations · Manager View
🔒 Manager Only

🎯 AE Manager Inputs

10% override on team variable comp
Your Compensation
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Your personal guaranteed salary. Combined with your override income to show your total OTE.📄 Ref Guide § 6 — Management Override Structure
Team Composition
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Direct reports on your team. Your override is calculated on the total variable comp generated by all reps combined. Larger teams amplify your override income proportionally.📄 Ref Guide § 6 — AE Manager Override
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Model your team's performance across three scenarios. Conservative = ~70% of target. Target = planned performance. Stretch = ~130% of target. You can also enter custom assumptions below.📄 Ref Guide § 3.2 — AE Activation Targets
Avg Rep Performance (per AE)
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Average number of new clinics each AE activates per month across your team. At 8/month AEs hit the $500 velocity kicker tier. Higher activation rates compound your override earnings significantly.📄 Ref Guide § 3.2 — Activation Bonus + Velocity Kicker
Velocity kicker: <5=none · 5–7=$300 · 8–10=$500 · 11+=$750
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Retention rate of activated clinics still ordering at the 90-day mark. This is a key quality metric for AE performance. Low Day-90 retention also increases clawback exposure across your team.📄 Ref Guide § 3.3 — Day-90 Trailing Payment
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Average gross profit above the 5-script baseline in the 30-day Day-90 window per qualifying clinic. AEs earn 10% of this. Your override is 10% of their variable, so you earn 1% of this GP indirectly. Pricing integrity on your team directly affects this number.📄 Ref Guide § 3.3 — Day-90 Trailing Payment
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Average number of clinic clawbacks per AE annually. Clawbacks reduce each rep's variable comp — and therefore reduce your override earnings as well. Monitoring 90-day clinic health is a manager-level responsibility.📄 Ref Guide § 3.5 — Clawback Policy
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Average velocity kicker that was paid on clinics now being clawed back. Each clawback recovers the $250 base + this amount from the rep's earnings — and reduces your override base accordingly.📄 Ref Guide § 3.5 — Clawback Policy
Manager-Only: Pipeline Health
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New hire AEs typically ramp at reduced activation rates for their first 1–3 months. This field adjusts your team output to account for any AEs currently in ramp. Enter 0 if your team is fully ramped.📄 Ref Guide § 3.1 — AE Compensation Structure
Months each new hire spends at ~50% activation rate
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Number of AEs hired (or planned) this year who will have a ramp period. Their output during ramp months is calculated at 50% of your average rep performance, reducing total team variable — and your override — accordingly.📄 Ref Guide § 3.1 — AE Compensation Structure

Manager Estimated Annual Earnings

Override = 10% of total team variable comp · before taxes
Team Size
6 AEs
direct reports
Avg Rep Variable
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per AE annually
Total Team Variable
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combined output
Your Override Rate
10%
of team variable
Your Base
Annual base salary
$0
Team Variable Breakdown (avg per rep)
Activation bonuses —
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Velocity kickers —
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Day-90 trailing payments —
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Clawback deductions —
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Ramp discount (new hires) —
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Your Override Income
Total team variable comp —
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Your override (10% of team variable) Paid by Strive — does not reduce rep earnings
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Total Variable (Override) —
Your Estimated Annual OTE —
Override is paid on all variable comp your team generates — activations, kickers, Day-90 payments. Clawbacks and ramp periods reduce the base. Strong retention and fast ramp are your highest-leverage levers.

📈 AM Manager Inputs

10% override on direct team variable comp
Your Compensation
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Your personal guaranteed salary. Combined with your 10% override on direct team variable to show your total OTE.📄 Ref Guide § 6 — Management Override Structure
Team Composition
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Direct reports. Your override is 10% of the total variable comp across all AMs you manage. AM variable is driven primarily by GP commission — growing clinic volume is the key lever for both reps and managers.📄 Ref Guide § 6 — AM Manager Override
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Conservative = ~70% of target GP growth. Target = planned performance. Stretch = ~130% of target. Use Custom to manually set all AM performance assumptions below.📄 Ref Guide § 4.2 — AM GP Commission
Avg Rep Performance (per AM)
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Average number of active clinics in each AM's book of business. More clinics = larger variable base for the AM = larger override for you. Target territory size and book health are key management levers.📄 Ref Guide § 2.1 — Territory Assignment
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Average monthly script volume per clinic across your AMs' books. The AM earns commission on scripts above baseline — so growing volume above the baseline is the key activity to coach. Your override amplifies every incremental script your team drives.📄 Ref Guide § 4.2 — AM GP Commission
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Average baseline across all clinics in your team's books. The gap between this and the scripts field above is the incremental volume generating commission. Baselines reset at handoff_date and rebaseline on a schedule — managing baseline timing is an AM coaching opportunity.📄 Ref Guide § 5.2 — Activation Date vs. Handoff Date · § 5.3 — Baseline Rebaseline
Commission = scripts above baseline × GP × rate
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Average gross profit per script across your team's books. Preferred SKU mix improves this number. Your override is 10% of GP commission — helping AMs shift clinics toward preferred SKUs is a direct lever on your income.📄 Ref Guide § 4.2 — AM GP Commission
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Blended commission rate across your team's SKU mix. Standard = 10%, Preferred = 12.5%. Use 11.2% if your team has an even mix. Encouraging preferred SKU adoption improves both rep and manager income.📄 Ref Guide § 4.2 — AM GP Commission
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Clinics below 10 scripts/month earn $0 commission for the AM — and $0 override for you. This is also a leading indicator for stagnancy: 3 consecutive months of no growth flags a clinic for the CSM bucket, removing it from the AM's earning book. Monitor this rate closely.📄 Ref Guide § 4.2 — AM GP Commission · § 9 — CSM Bucket
These generate $0 commission and are stagnancy risk
SLA Activity (avg per AM)
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Average number of new SLA contracts each AM closes this year. SLA signing bonuses are a significant variable comp driver — your 10% override applies to these too. Coaching AMs to identify and close SLA-eligible clinics (≥250 scripts/month) is a high-leverage activity.📄 Ref Guide § 4.3 — SLA Contract Bonuses
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Average MOQ committed in new SLA contracts. Higher MOQs = larger signing bonus per contract = more override for you. The signing bonus is MOQ ÷ 100 × $500. Coaching AMs toward higher MOQ commitments when appropriate is directly beneficial.📄 Ref Guide § 4.3 — SLA Contract Bonuses
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Average renewal events per AM. Year 2 renewals pay 50%, Year 3 pay 25%, Year 4+ pay nothing on same MOQ. Helping AMs close MOQ increase renewals (which always pay 100% on incremental) is the key renewal coaching opportunity.📄 Ref Guide § 4.3 — SLA Renewal Taper
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The year of the contracts renewing this year. Year 2 = 50% taper, Year 3 = 25%, Year 4+ = 0% on same MOQ. For blended books, pick the most common renewal year or use multiple scenarios.📄 Ref Guide § 4.3 — SLA Renewal Taper
Manager-Only: Team Health
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Clinics that have been moved to the CSM bucket after 3+ months of no growth. These clinics are no longer in the AM's earning book — they generate $0 GP commission and $0 override for you until they're reactivated. This is a direct measure of book health under your management.📄 Ref Guide § 9 — CSM Bucket & Stagnancy
Clinics in CSM bucket earn $0 GP commission
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Total number of clinics successfully reactivated from the CSM bucket back into AM ownership across your whole team. Each reactivation earns the CSM a $100 kicker — not you — but reactivated clinics do return to your AM's earning book, restoring GP commission and your override income.📄 Ref Guide § 9 — CSM Reactivation Kicker
Restored to AM book — resumes GP commission earnings

Manager Estimated Annual Earnings

Override = 10% of total direct team variable · before taxes
Team Size
8 AMs
direct reports
Avg Rep Variable
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per AM annually
Total Team Variable
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combined output
Your Override Rate
10%
of team variable
Your Base
Annual base salary
$0
Avg Rep Variable Breakdown
GP commission (non-SLA) —
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GP commission (SLA clinics) —
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SLA signing bonuses —
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SLA renewal bonuses —
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CSM bucket impact —
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Your Override Income
Total team variable comp —
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Your override (10% of team variable) Paid by Strive — does not reduce rep earnings
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Total Variable (Override) —
Your Estimated Annual OTE —
CSM bucket clinics are excluded from GP commission. Minimizing stagnancy and coaching fast reactivation directly protects your override income.

🤝 Partnership Manager Inputs

10% override on team variable comp
Your Compensation
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Your guaranteed base. Combined with 10% override on your team's total variable comp.📄 Ref Guide § 6 — Management Override Structure
Team Composition
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Direct reports. Your 10% override applies to the combined variable comp of all reps. Partnership variable is driven by MOQ signings — a lumpy but high-value comp driver. Team size × avg deals per rep is your key earnings lever.📄 Ref Guide § 6 — Partnership Manager Override
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Conservative = ~70% of MOQ deal targets. Target = planned deal flow. Stretch = ~130%. Partnership variable is deal-driven and can vary significantly — model all three to understand your range.📄 Ref Guide § 7 — Partnership Comp Structure
Avg Rep Performance (per rep)
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Average number of new group-level MOQ contracts each rep closes. This is the highest-value activity in the partnership rep comp plan — your override is 10% of the signing bonus, which is MOQ × $1 per committed script. Coaching pipeline development and deal quality is your primary lever.📄 Ref Guide § 7.1 — Telehealth MOQ Signing Bonus
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Average total script volume committed per deal across your team. The signing bonus formula is MOQ × $1 per script. Larger MOQ commitments — driven by larger telehealth groups — significantly increase rep (and manager) earnings per deal closed.📄 Ref Guide § 7.1 — Telehealth MOQ Signing Bonus
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Average renewal events per rep in their current book. Renewal bonuses taper over time, so the key coaching focus is on MOQ increase renewals (100% on incremental, any year) vs. same-MOQ renewals which taper to zero by Year 4.📄 Ref Guide § 7.1 — Partnership Renewal Taper
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Average MOQ at renewal. Used alongside the renewal type below to calculate renewal bonuses for your team.📄 Ref Guide § 7.1 — Partnership Renewal Taper
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The renewal scenario that best describes your team's renewing contracts this year. Year 2 same-MOQ = 50% taper, Year 3 = 25%, Year 4+ = 0%. Increase = 100% on incremental scripts regardless of year. Coaching towards increase renewals is the highest-value renewal activity.📄 Ref Guide § 7.1 — Partnership Renewal Taper
GPO Activity (avg per rep)
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Average number of new GPO or franchise network deals each rep closes. Each network earns a flat signing fee plus per-provider activation bonuses. Your 10% override applies to both. GPO pipeline is typically longer-cycle — coaching rep prioritization across telehealth and GPO is a key management decision.📄 Ref Guide § 7.3 — GPO & Franchise Network Comp
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Average individual providers activating within each GPO network. Each activated provider earns your rep $100. Your override is 10% of that — so each provider is worth $10 to you. Large networks with many activating providers are high-value for both rep and manager.📄 Ref Guide § 7.3 — GPO & Franchise Network Comp

Manager Estimated Annual Earnings

Override = 10% of total team variable · before taxes
Team Size
4 Reps
direct reports
Avg Rep Variable
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per rep annually
Total Team Variable
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combined output
Your Override Rate
10%
of team variable
Your Base
Annual base salary
$0
Avg Rep Variable Breakdown
Telehealth MOQ signings —
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MOQ renewals —
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GPO network signing fees —
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GPO provider activations —
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Your Override Income
Total team variable comp —
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Your override (10% of team variable) Paid by Strive — does not reduce rep earnings
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Total Variable (Override) —
Your Estimated Annual OTE —

📊 Director / VP Inputs

AE Director 4% · AM Director 4% · VP of Sales 2% · VP of Partnerships 4%
Your Role
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Override rates differ by level. AE Director = 4% of total AE org variable. AM Director = 4% of total AM org variable. VP of Sales = 2% of combined AE + AM field variable. VP of Partnerships = 4% of total partnership org variable.📄 Ref Guide § 6 — Management Override Structure
Your Compensation
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Your personal guaranteed salary. Combined with your org-level override to show total OTE.📄 Ref Guide § 6 — Management Override Structure
AE Org (if applicable)
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Total number of AE reps across all AE managers in your org. Your override applies to the combined variable comp of all AEs — not just a single team.📄 Ref Guide § 6 — AE Director Override
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Expected average annual variable comp per AE. Use the AE Manager tab to model individual rep scenarios, then enter the resulting figure here for org-level roll-up.📄 Ref Guide § 3 — AE Compensation Structure
Use AE Manager tab to model this figure
AM Org (if applicable)
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Total number of AM reps across all AM managers in your org. For VP of Sales this includes all AMs. For AM Director this is your direct org only.📄 Ref Guide § 6 — AM Director Override
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Expected average annual variable comp per AM. Use the AM Manager tab to model per-rep scenarios, then enter the average here.📄 Ref Guide § 4 — AM Compensation Structure
Use AM Manager tab to model this figure

Director / VP Estimated Annual Earnings

Org-level override · before taxes
Role
AE Director
Override Rate
4%
of org variable
Total Org Variable
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combined output
Your Base
Annual base salary
$0
Org Variable Roll-Up
AE org variable —
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AM org variable —
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Total org variable in scope
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Your Override Income
Override —
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Total Variable (Override) —
Your Estimated Annual OTE —
Director/VP override is calculated on all variable comp in scope — including signing bonuses, renewal bonuses, and GP commission. Growing the org's aggregate variable is the single most impactful earnings lever at this level.