How To Compensate Outside Sales People?

I am curious if anybody is willing to share how they compensate outside sales people. We are looking to hire a person but i am sure what the consensus is... 5%, 10%, 20% of their gross sales along with company benefits.

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*******:********** ************ ****** ******************* ***** ************ **** Report

*****, *** *** ******** no **** **? *** your ******* ******** *********** and ********** ** ** this *** **** ** one ** *** *** areas?

***** ***** ** * base ****** *** ** are **% **********.

* **** ***** ** to ***** ******* ****** than * *** *********, but * ******* ********:

- *** **** ** you ****** **** ** be **** ** ****? You ***** **** **** better **** ****** ***** your *** *******'* ********* and ******. *** ******* sake, *'** **** * round ****** - $* million *** ****.

- ** *** ** that *** **** ******** what *** *********** ****** make ** ******, *** another ***** ****** $***,***, you *** **** ** the **** ** *** much **** *** *** what **********, *.*., ** this *******, ** **** would **** **% ***********, $50,000 **** ***** **** 5% ***********, ***.

**** ********, * ** curious ** **** **** others ***** *********.

* ***** *** **** find ** *********** ********* to **** * **** consensus ** **** *****, for * ******* ** reasons.

*** ******* ***** *** have ** ******** ** addition ** **** ******** percentage ** ***** ***** you **** *** ** how *** ******* ** the *** **** ****** that **********, ****** ********** or **********.

**** *** **** ** consider *** **** ****** will ******** ** **** -- **** ** ** when **** *** *** contract *** *** *******? When *** ******* ** finished *** ****** ***? Pay **** ****? * combination ** *** *****?

*** **** *********** **** if * ******* *******?

** *** ***** *** RMR-based ********? ** **, how **** *** ********** those?

* ******* ****** ** consider.

*'* ** ******* ** talk ******* ***** **** if ***'** **********. **** can ******* *** **** my ***** ******* *** you're ******* ** **** me * ****.

*** ******* *********** ** the *** ****** ** honored, **** ** *** project *******.********* *** ***** *** is ***** ** **** lack ** **********(*** **** engineers) ** ** ******* out ** *** *** know **** ** ******* his ***** *** **** on **** **** **** then ********* ****** ** negotiated **** **** **** sales ******'* ***********. ***** time **** **** ****, they *** *** *** bad ** **** ***** however ** *** *** have **** ******* ***** philosophy ** *** ***** contributions **** ******* *** company **** *** *** steer **** **** *** right ********* ***** *** will *** **** ** worry ***** **** *** much. * **** ***** manager ****** **** * keen **** *** ** along **** *** ***** pressured ** **** ****** prospects ** *** *** monthly/quarterly *******.

*** **** **** ** analyze **** ******** ***** based ** ******/*******/*** *** set **** ********** ***** on **** ******* ***** and ****. ****** **** other ****** ********* ** their *****, ****** *** suggestions ** **** ************ you ***** ********* *** have **********. ** *** is ** ****** *** one, ******* **** ***** that ********** ** **** and ******* ********* *** used *********. *********** **** your ****. *****.

**** ******* *** **** too **** *****, **** large ********* ************** ******* running ***** *** ** a ***** ***** ** the ****** *** **** not **** **** ****** things *** *** ******* them. ** **** ******** everyone ** **** ** the ***** ***** ** protect *** ****** ****.

**** ** ** ******* and ** ****** ****, Engage ** ********** ********** and *** ********'* ******* in *** ************ **********. Expose *** ******** ******, not ****** ****** *****.

* ***** ***, ********* X,Y,Z *********...** *** ** your ******* **** ***** be *********** ** ******* mentioned ********. ******* ** not ********* *** * new ****** ***** ***** time ** ********* ** your *********. ** *** sales *** ** * beast *** ***** *** running **; ** **** YOU **** **** **** to **********.

**** ****!

** ****** *** **% of ***** ** * low ****** *** *%—*%.

**** *********, *** **** discount **** *** ******* that ********** ****** ** is **** **** *** pocket

*****,

* ***** ********* ******* at ********* ************ *** new ******** ****** ******** and *** * ****** rate *** ********** *** business. *** ****** ** % *** ****** ****** on *** ******* ******** towards ******* *** *** the **** **** ***********. Hopefully *** ****** ******* gets **** **** ******** go **** *** **** can *** ****** ******* when **** ** *****. Also * ***** *** compensate **** ***** *****. I ***** ********* ** compensate ** ******/****** *****.

**** ****

****** *** *****, ***** what *** *********** ** doing. ** *** **** top ********** (**** ********** in *** ********) *** will **** ** *** more, *** ***** * better **** ***********. *** this ** ****** *** start *** ***** ** everybody ** *** *****.

** * ******** **** I *** * ***** guys ** ******** ********** who ***** **** ******** to *******, ***** *** contracts ** *** ****** to *** ****. ** held ******* ***** *** customer *** *** ******* and ******* ***. **** of *** **** *** contingent ** *** ******** paying ******** *** * minimum ** * ****** for *** ***** ** get **** *****. ** we ****'* *** * mos. ** **** $*** for **** ****.

**** *** ***** ******* coming ** ***** *** they ****. *** ** you ****** **** **** for **** *******? ** took ** *** ** commissions ***, *** **** sued. ******: ***** **** bases **** * ******** and **** **** *** try ** ******* *** contingencies ****** ******.

***** **********, **** *** the ************ ** *** applicant *** ******* ******* and ******. **** **** employment ** ******** ******** customers **** ** ** any *****. ***** ******* records, ** * ********** check, *** * ****** check. **** ****** ** your ****, *** **** know **** ** **.