Common sense tells us that the more lucrative the compensation plan, the stronger the candidates you will be able to attract for a sales position. But the best plan one company develops may not work for another firm.
What one candidate for a sales job considers lucrative may be unacceptable to another.
Compensation plans work well when they are tailored to the following 3 factors;
ISC’s team of Sales Recruiters has put together 5 key components to take into consideration when building a compensation plan for your sales team:
Ann Zaslow- Rethaber is President of International Search Consultants, a leader in Executive Search since 1999. ISC has teams of sales recruiters that focus on 4 primary industries: Software Sales Recruiters, Paints and Coatings Sales Recruiters, Medical Device Sales Recruiters, and Food & Beverage Sales Recruiters.
Please reach out to ISC today to strategize on your ideal sales candidate profiles and to initiate a search, in order to have a strong pool of exceptional candidates delivered to your interview table.