Your income is inconsistent. Your plan shouldn't be.

Financial planning for sales reps with variable income: commission checks, quota, and equity compensation.

Plan for your commission checks

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Who I work with

Most financial advice assumes a stable paycheck. Yours moves every month, and that changes almost everything about how a plan should work.

You're a full-cycle AE, enterprise rep, or sales engineer with a strong OTE and a W-2 that only tells half the story.

Your income moves: big commission quarters, slow ones, draw periods, clawback clauses. It doesn't sit still, so the plan can't either.

You earn more than most people around you, but because the number changes every month, it's hard to tell if your money is keeping pace.

You've thought about what comes after sales, whether that's leadership, a different industry, or just not doing this forever, and want money ready either way.

How I work

Income, before and after a plan.

No plan With a plan

I map the real shape of your income

Base pay, commission, accelerators, draws, RSU vests: laid out month by month, not averaged into a number that doesn't exist.

I build a floor under the slow quarters

A cash reserve and draw strategy sized to how your income actually moves, so a missed quota doesn't touch your rent.

I put the strong quarters to work

When a commission check lands, it gets a job. Taxes set aside first, then investing, then the parts of life you actually want to spend on.

I plan the exits before they happen

A new comp plan, a new territory, a role change, or leaving sales altogether: modeled ahead of time, not scrambled together after.

Built for how you're actually paid

Every part of the plan starts from your comp plan, not a generic template.

Commission-aware cash flow

Your budget follows your real pay calendar: draws, monthly commission, quarterly kickers. Not a fictional even paycheck.

Quota attainment modeling

See what 80%, 100%, and 130% attainment actually does to your take-home, your taxes, and what you can save, before the quarter closes.

A reserve sized to your risk

Ramping reps, new territories, and comp plan changes all carry different downside. Your cash reserve gets sized to match, not a generic six-month rule.

RSU and equity strategy

Vesting cliffs, refreshers, concentration risk: planned alongside your cash comp, not treated as an afterthought.

Why this exists

A financial planner who's actually read a comp plan.

I worked as a full-cycle tech sales rep for over three years. I was crushing quota. In dealing with everything that comes with sales (the ups, the downs, the comp plan changes, the new territories, the KPIs, the good months and the bad months), I carried a quota before I started helping people that carry quotas.

Every plan starts with your actual comp plan, not a guessed-at salary.
I've sat on your side of the table, not just across from it.
No generic six-month rule. The plan is built around how your income actually moves.
Three-plus years of carrying a number instead of a paycheck, before I ever built a plan for someone else.

Plan for the quarter you'll actually have.

One conversation to jumpstart your plan. No assumption that your paycheck looks like everyone else's.

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