Would anyone go from a 280 OTE to a 240 OTE for a faster growing category and more established company? I know OTE doesn’t mean much but have a hard time taking that much of a lower salary.

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Possibly. I would evaluate the upside of both plans. Are there caps on commissions? How do they set quotas for the following year? Do they adjust quotas mid year? Can you realistically overachieve on quota?
I like companies that align incentives across the teams. In my experience, people tend to work better together and you get the support needed to be successful and overachieve.

Thank you for the feedback. So are you saying a big decision point for you would be to determine how realistic it is to overachieve quota?

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