Sales target, quota, and bonus management — complex compensation plans made simple.
RunBeat Bonus is a comprehensive target, quota, and bonus management platform for sales teams. It enables radio stations and media organisations to define complex compensation plans, track individual salesperson progress against targets, calculate bonus payouts with accelerators and decelerators, and manage phased target periods — including mid-year onboarding and part-period adjustments.
Bonus is hosted at runbeatbonus.com and is multi-tenant, with each station operating in its own isolated environment. Sensitive compensation data is strictly access-controlled — salespeople can only see their own data.
Visit runbeatbonus.com and sign up. Once logged in as a station admin, the typical setup flow is:
Every Bonus page includes a "🎓 Show me how" button in the navigation bar. Click it to open a library of step-by-step guided walkthroughs that walk you through common tasks without leaving the app.
Each wizard guides you through the process one step at a time, with tips and explanations along the way. You can dismiss a wizard at any point by pressing Escape or clicking the ✕ button.
| Wizard | What it covers |
|---|---|
| 🏗️ Create a Bonus Framework | Define bonus calculation rules — types, tiers, thresholds, and gate requirements. |
| 🎯 Assign Sales Targets | Create target periods and assign individual/team targets to your sales team. |
| 📈 Enter Progress Data | Log actual sales achievements against targets for automatic bonus calculation. |
| 💳 Review & Approve Payouts | Review calculated bonuses, check gate compliance, approve, and export for payroll. |
| 🧮 Model Your Earnings | Use the earnings calculator to model bonus scenarios at different performance levels. |
Wizards are a great way to learn the platform — especially for new users or when exploring features you haven't used before.
A quota framework is a named configuration that defines how targets are structured for a group of salespeople. A station can have multiple frameworks (e.g. one for senior sales, one for junior sales). Each framework defines:
Bonus tiers define the relationship between achievement and payout. Each tier specifies an achievement threshold and a bonus rate or fixed amount. Bonus supports several tier mechanisms:
| Model | How it works |
|---|---|
| Stacked tiers | Each achievement band is calculated independently at its own rate and the results are summed. Similar to income tax brackets — only the amount within each band is calculated at that band's rate. |
| Flat rate tiers | Crossing into a higher tier applies that tier's rate to the entire achieved amount, not just the marginal amount above the threshold. |
A target period is a defined time range over which targets are measured. Target periods belong to a quota framework and can be annual, quarterly, monthly, or custom.
Phases are subdivisions of a target period, each with its own target amount. Phases allow non-uniform distribution of annual targets — for example, heavier Q4 targets to reflect seasonal sales patterns. Phases within a target period must be contiguous and non-overlapping.
Assign specific target amounts to individual salespeople for each target period. The target assignment grid provides a spreadsheet-like interface for bulk assignment. Each assignment can include optional per-phase breakdowns.
When a salesperson starts mid-period, their target is automatically pro-rated based on the remaining days in the period. For example, if a salesperson joins halfway through Q2, their Q2 target is halved. Pro-ration is calculated proportionally and applied automatically.
Record sales achievements as progress entries. Each entry includes a date, amount, description, and optional reference. Progress can be entered:
Bonus calculates payouts automatically based on progress against target, using the framework's bonus tiers and calculation model. The calculation considers:
Gates are phase boundaries (e.g. end of Q1, Q2, Q3) where interim bonus calculations are evaluated. At each gate, the system assesses cumulative year-to-date achievement and calculates any interim bonus due.
The payout policy determines how interim over-achievement bonuses are handled:
| Policy | Behaviour |
|---|---|
| Pay at gate | Pay accelerator earnings immediately at each gate. |
| Defer to annual | Calculate at gates but hold all accelerator payments until year-end true-up. |
| Pay with holdback | Pay a percentage at each gate, hold the remainder for year-end reconciliation. |
| Highest watermark | Only pay if current gate achievement exceeds all previous gates — prevents paying on temporary spikes. |
The true-up is the year-end reconciliation process. It compares total annual achievement against the full annual target, calculates the correct total bonus, and adjusts for any interim payments already made. The result is either an additional payment or a clawback.
Clawback recovers previously paid bonuses in two scenarios:
The earnings modeller is a what-if tool available to salespeople and managers. Enter hypothetical achievement levels and see the projected bonus payout in real time. This helps salespeople understand their compensation plan and visualise the impact of hitting different targets.
When deals are synced from RunBeat CRM (or entered manually), the Deal Validation page lets managers review and approve which deals count towards bonus targets. Each deal shows the account name, value, close date, and salesperson. Managers can:
Approved deals automatically create progress entries against the relevant target assignment.
Generate a shareable bonus statement for any salesperson. The statement is a read-only summary showing targets, progress, achievement percentage, bonus calculation breakdown, and payout status — accessible via a unique URL without requiring a login.
Use cases:
Statements can be set to expire after a configurable period (default 30 days) and can be revoked at any time.
Amendments allow mid-period changes to targets, frameworks, or assignments with a full audit trail. Common amendment scenarios:
Every amendment records the reason, effective date, who made the change, and the before/after values. The audit trail ensures full transparency for compliance and dispute resolution.
Upload a pay plan document and the AI analysis tool will parse it, identify the key components (tiers, accelerators, thresholds), and map them to a Bonus framework configuration. This accelerates the setup of complex compensation plans.
Built-in reports include:
| Role | Access |
|---|---|
| Station Admin | Full access — framework setup, target assignment, progress entry, payout approval, user management, all reports. |
| Sales Manager | View all salespeople's targets and progress, enter progress data, run reports. Cannot modify frameworks or approve payouts. |
| Salesperson | View own targets, progress, and bonus calculations only. Cannot see any other salesperson's data. |
Bonus handles sensitive personal compensation data. Access controls are strict:
A salesperson can never see another salesperson's targets, progress, or bonus calculations. This isolation is enforced at the API level on every request.