Technology

Mid-Year Sales Compensation Review: Game-Changing Strategies for Technology Executives

June 11, 2026 | 2:00 – 3:00 p.m. ET | Register

With 95% of technology companies making changes to their compensation plans and budgets projected to increase by 3.3%, 2026 is shaping up to be a pivotal year for sales compensation transformation. Is your organization positioned to compete?

As we approach the mid-year mark, technology leaders are navigating real pressure on multiple fronts: AI’s accelerating impact on GTM roles, growing urgency around GRR and NRR, and the ongoing challenge of keeping compensation strategy aligned with a market that keeps moving.

This session opens Alexander Group’s 2026 sales compensation season with a focused preview of the latest research and the questions worth asking as H1 closes.

Join HR and sales compensation technology leaders for an executive-focused virtual roundtable that delivers actionable insights on the most impactful sales compensation game changers transforming the technology industry.

What You’ll Learn:

• Alexander Group’s five tenets of an effective sales compensation program to ensure you’re using comp as a strategic advantage
• Critical revenue growth strategies as organizations respond to 10.5% average projected revenue growth by refocusing sales coverage models and driving stronger pay-for-performance
• Why GRR and NRR have become the defining metrics for XaaS organizations, and how leading technology companies are restructuring coverage models and compensation programs to protect and grow customer lifetime value
• How to get ahead of AI’s growing impact on your sales team, from its effect on customer-facing and specialist roles to how top technology firms are already using it to sharpen their compensation programs
• Practical frameworks to evaluate your current plans as H1 closes and implement strategic adjustments for H2 success

This interactive session will provide technology executives with a first look at Alexander Group’s latest sales comp research and a framework for identifying high-priority adjustments heading into H2, offering a timely opportunity to course-correct compensation plans before entering the second half of the year.