Quick takeaways
OTE isn’t guaranteed
OTE assumes quota attainment — confirm how often reps actually hit quota.
Accelerators drive upside
Ask what happens above 100% quota — accelerators can double your earnings.
Know your payout timing
Commission may lag sales by weeks/months depending on billing and collections.
Territory matters most
A great comp plan can fail in a weak territory — validate performance history.
Key components of a comp plan
- Base salary: stable income component (often 40–70% of OTE).
- Commission: earnings tied to revenue, units, or margin.
- OTE (On-Target Earnings): base + commission at 100% quota.
- Quota: the sales target that determines attainment.
- Accelerators: higher commission rate after certain thresholds (e.g., 110%).
- SPIFFs/bonuses: short-term incentives (launches, new logos, etc.).
Questions to ask before you accept
- What % of reps hit quota last year? What’s the average attainment?
- How is commission calculated (revenue vs margin vs units)?
- When do commissions pay out (booking vs shipment vs collections)?
- Are there chargebacks/returns that impact payouts?
- What’s the territory history and current pipeline health?
- What happens to accounts/leads if territories shift?
How MedSales Network helps
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We surface roles aligned to your experience and compensation targets.
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