Take this for what it is worth, all hiring managers are different. As with all things sales, it is more important to work the "person" vs the "game". This is just what I have seen in working for different companies in the med-tech and fin-tech spaces in California.
It is common practice to lowball sales hires by 10-20k. The assumption is that, great salespeople will negotiate their compensation. The ones that argue most successfully have data to back up their argument. I hope this data source helps you all in your future negotiations.
My advice is to treat your comp negotiation like you would a sale:
- bracket upfront to get in the game [looking for 80K base 80K var? - say you are looking for 140-180 OTE depending on the total comp package and growth opportunity]
- when it comes time for an offer, if it is low, state that you are very excited about a future with their company, but that you are currently making about that amount and would need to be incentivized to move
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