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Commented on 09/11/21 -

Salary - when it comes up in an interview Nowadays, this comes up in the interview usually first round.

Anonymous

09/14/21 at 2:58AM UTC

First off Joan, if I could I would give this comment a 1,000 likes! And thank you for taking the time to write out this with all the details and breaking it down & sharing your experience. This is the insight I needed from someone who specializes in this function. So regarding the high comp, it's bc I work in sales so that was total comp and I should have broken it down, as you said the more practice the better one gets and then has an understanding of what other organizations pay. As I had only been in one organization straight from college. Also, I'm no longer going to give my number first. I'll ask them for their range & go from there. Thank you for answering my question about how being off by $10K or $20K could be perceived, as I had heard otherwise, by someone who wasn't an expert in this area. Once again really appreciate you taking the time to respond & providing details.

Joan Williams, Senior Talent Acquisition Specialist

21.99k

09/14/21 at 3:52AM UTC

While I am a recruiter, I should have prefaced my comment above by saying that is what I do when I'm a CANDIDATE. You didn't mention that you were in sales. That's a whole nuther ball of wax. I know you're in sales already so my apologies if I'm talking about anything here that you already know but you did say you've only been with one company, so I wanted to mention these things in case you don't know about them. In sales you're trying to find out what the total comp package looks like, the OTE (On Target Earnings) - that's the base salary plus commish. You will have a goal or a quota. OTE is what you will make if you hit (or don't hit) 100% of your goal. Sometimes, commish over 100% of quota is paid out at a higher rate (sometimes called a kicker). For that matter, sometimes like the first 50% of your quota is paid out at a lower rate. And clarify that the base salary is a base and not a draw. Commission plans can be very complex so you really need to pick them apart. Just asking for the total comp is not going you get you the information you need. If you ask for total comp and the answer is $100k - is that $90k base with $10k commission or $70k with $30k commission? Is there a bonus structure on top of the commission plan? In some companies, everyone over a certain level is eligible for a 10%, 15%, etc. bonus - this is not tied to your sales specifically. Usually the amount paid out is a combination of company performance, your department or group's performance and your performance. Are they going to guarantee you any commission for the first year? The first six months? What are they going to do to help you get ramped up? Are commissions capped? I really like hearing this question from sales people. People who are not top performers never ask about commissions being capped because they never get anywhere a cap. Also true for asking about the commission rate for performance above 100% of quota. Are there clawbacks? What has that typically looked like over the last couple of years for people in this position throughout the sales organization? Again, I know you're already in sales but if you're not familiar with some of these things, this could be helpful: https://www.performio.co/insight/sales-commission-glossary Please let me know if you have any questions and keep me posted on what happens!

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