The document discusses Adobe's Digital Media Inside Sales organization. It provides an overview of who they are, how the inside sales team is measured and compensated, how expectations are set for the team, and some of the challenges and best practices for inside sales. Key points include that the inside sales team is focused on achieving quotas and managing customer accounts, they are compensated with a mix of base salary and bonuses/commissions, and challenges include competing pay structures while best practices involve incentives and team activities.

1. © 2014 Adobe Systems Incorporated. All Rights Reserved.
Adobe Digital Media Inside Sales
Michelle McGowan, Manager of Inside Sales for Americas Digital
MediaMarch 11, 2014
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2. © 2014 Adobe Systems Incorporated. All Rights Reserved.
Agenda
 Who we are
 Digital Media Sales Organization
 How we measure Inside Sales
 How we compensate Inside Sales
 Setting expectations
 Challenges
 Best practices
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3. © 2014 Adobe Systems Incorporated. All Rights Reserved.
Who we are
 Adobe is the global leader in digital marketing and digital media solutions.
Our tools and services allow our customers to create groundbreaking
digital content, deploy it across media and devices, measure and
optimize it over time, and achieve greater business success. We help our
customers make, manage, measure, and monetize their content across
every channel and screen.
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4. © 2014 Adobe Systems Incorporated. All Rights Reserved. 4
Digital Media Sale
Organization

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Monte Wilson – Americas Digital Media
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Monte Wilson
VP
Americas Digital Media
Andrew Travis
AVP
NA Commercial
Susan Powell
Brittany Raven Burns
Commercial West
San Francisco, CA
Sara Clayton-Kuehmeier
Commercial Central
Dallas, TX
Stephan Rioux
AVP
M&E / Retail / FSI
Greg Haun
Manager
M&E
Jennifer Smetana
Team Lead
FSI
Neil Day
Retail East
New York
TBH
Retail Central
Rachel Wilson
Retail West
San Jose, CA
Marion Hurn
AVP
EchoSign
Anthony Benvenuto
SMB
San Jose, CA
Steve Green
Mid Market West
San Francisco, CA
Ken Webster
Mid Market West
San Jose, CA
TBH (5)
Enterprise Field DM
Chris Hessler
AVP
Americas DPS
Naomi Starr
DPS / EDU / M&E
New York, NY
Jeffrey Frommer
FSI & Retail East
Hoboken, NJ
Mark Bassani
FSI, Retail West
San Jose, CA
Alessandro Fonseca
DPS LATAM
Ron Di Torro
Agency Partners
New York, NY
Jim Holscher
VP
Americas Education
Mike Giordano
Education Northeast
Orefield, PA
Jonathan Hammond
Education Southeast
Raleigh, NC
Tim Schulenburg
Education Central
Austin, TX
Karen Steele
Education West
Roseville, CA
Fernando Amaya
Education LATAM
Coral Gables, FL
Marta Clark
VP
LATAM
Fabio Sambugaro
SOLA
Brazil
Mauricio Gonzalez
NOLA
Mexico

6. © 2014 Adobe Systems Incorporated. All Rights Reserved.
Steve Affleck
Director, Inside Sales
Michelle McGowan
Mgr, Inside Sales
Education
Kathy Traynor
Team lead
Jarod Pace
Michelle Pedersen
Jeff James
Commercial
GEO
Suzie Adams
David Lee
Andrea Specht
Commercial
Named
Paul Chambers
Commercial
LTAM
Digital Media Inside Sales

7. © 2014 Adobe Systems Incorporated. All Rights Reserved. 7
How they are measured

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Metrics
 Monthly
 Linearity, linearity, linearity
 Pipeline, pipeline, pipeline
 On time reporting
 Quarterly
 Regional # attainment
 Inside Sales # attainment
 75 Focus Accounts
 2 to 3 individual goals
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How they are compensated

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Compensation
 70/30 split but moving to a 60/40
 TTC range is $80k to $105k, avg on team is $96k
 Variable is split between commission and BDO – 50/50
 50% M1 (able to accelerate) – team overlay
 50% BDO (no acceleration)
 25% BDO for Under Threshold opp (no acceleration)
 15% BDO for ISS Driven/Influenced opps (no acceleration)
 10% BDO for Call Blitz (no acceleration)
 BDO paid out quarterly with no accelerators
 BDO range from 2 to 4 per quarter
 Merit increases 1st quarter year based on previous years
performance
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11. © 2014 Adobe Systems Incorporated. All Rights Reserved.
Setting expectations
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Expectations
 How we set them
 Start of each new year Check-In and Expectations 1:1
 Listen to what they need
 Must be measurable
 Align to both company and organization goals
 Why it is important
 Helps keep them focused and on track
 Allows them to own their goals
 No uncertainty of what is expected of them
 Reviewed on a regular bases – min 1x per qrt
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ISS FY14 Expectations
 Annual Quota
 Regional quota – achieve 100% of your regional team’s assigned quota
 Individual quota - achieve 100% of your assigned quota
 EDU - 15% of regional #
 Commercial - 10% of regional #
 Manage 75 focus accounts
 Close opps in 30% (25 accts) of your focus accounts
 Deal Reg and Adobe Source attribute to the %
 Opps tracked in SFDC with activity
 2 to 3 individual goals
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ISS Daily Expectations
 Be on time
 Respect others
 Work cohesively with your Manager, RSM, Field, Channel, Marketing and
Sales Ops
 Communicate with your Manager, ISR team and extended teams
 Your Customers are your priority
 Strive to have a high level of customer engagement which will ensure that
you are growing your territory by building strong relationships and
developing key strategic customer relationships.
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Challenges and Best Practices

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Challenges
 Inside Sales pay structure
 Field is currently double of ISR
 Competing companies salary – MS starts $120k base and TTC $204K
 Working from Home
 Water cooler talk
 Clock watchers
 Overtime
 Travel budget - limited
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Best practices
 SPIFFs!
 Individual contest based on driving revenue for specific BU
 Top Rep of Quarter
 Call Blitz
 Activity
 Incentives
 Work from Home
 Long lunch
 Early/Late start
 Team Lead
 Team assignment
 Mentoring
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