Integrator Compensation Report 2016

By: Brian Karas, Published on May 23, 2016

IPVM has determined how much salespeople, senior technicians, and entry level technicians are earning in our 2016 Integrator salary survey.

We have unmatched data from integrators on:

  • Salaries and commissions provided
  • Company car / truck benefits & reimbursements
  • Tuition assistance
  • Vacation and sick day allowances
  • Health care coverage offered
  • Retirement plans included

If you work for an integrator, work with them or are thinking of working for one, this report will give you a better understanding on the competitiveness of the compensation packages offered.

Summary

The following chart overviews salary distributions across entry and senior level techs a well as sales persons:

Key findings included:

**** *** ********** *** much ***********, ****** ***********, and ***** ***** *********** are ******* ** *** 2016 ********** ****** ******.

** **** ********* **** from *********** **:

  • ******** *** *********** ********
  • ******* *** / ***** benefits & **************
  • ******* **********
  • ******** *** **** *** allowances
  • ****** **** ******** *******
  • ********** ***** ********

** *** **** *** an **********, **** **** them ** *** ******** of ******* *** ***, this ****** **** **** you * ****** ************* on *** *************** ** the ************ ******** *******.

*******

*** ********* ***** ********* salary ************* ****** ***** and ****** ***** ***** a **** ** ***** persons:

*** ******** ********:

[***************]

  • ******* ******** *** ******* to*** **** ******, ********** ** *********** shift
  • ***** ***** ***** ******** an ******* ** $**,*** annually, **** *** ******** in *** $**-$*** *****
  • ****** ************* ******* **$**,*** ********, **** **** responses ** *** $**-$*** range
  • ***** ************** ***** ************ ******* of$***,*** ********, **** **** responses ** *** $***-$**** range
  • ******* ******** **** *** most ****** *** ****
  • ******* ************* ** **** form ** ******* ** ~30% ** ***********
  • **% ** *********** *** not **** ********** ***** in ******** ********
  • ****** ******* * ***** of **** **** ***
  • ********** ** **** **** is ******, *** **** fully ******* ~**% ** the ****

Disclaimer: *** ** *** ***** *******

** *** ** **** employees *** ***** ***** average *******, **** **** to ******** ******** *******, most ******* ********** **** and ********** ******, ********** for '****** ****' *** salespeople.

************, ********** *********** ** compensation **** ***********, **** that ********** ********* ** large ***** ***** ********* made **** **** **** those ** **** ***** locations. *** ********* **** primarily ****** ***** *******, and **** ****** ***** America, ************ ****** ****** across ******** *****.

Salary - *****

***** ***** *****

***** ***** ***** *** expect ** **** ****** $35,000 ********, ***** ** responses ** *** ******** "** **** **********, **** is *** ******* ****** compensation ***** *** ***** level *****?"

*******, ******** ****** **** $20,000-$70,000, **** *** ******** in *** $**,***-$**,*** *****.

************** ********* **** *********** included:

  • "$**~** ** **** ** start *** ** ** up **** *****."
  • "**** ***** *** *******. Entry ***** ***** ***** at **-***."
  • "$** / $** *** hour ********* ** ***** of **********. **** ****** overtime **** ***** ****** compensation ******* $*** *** $36K"
  • "********* *** ***-******, ** they *** **** ******. $15-$18 *** **** **** benefits"
  • "********* ***** * *** part. *** **** ** living ** *** ****. We **** ***** ****** as *** ** $*/**. More ******* ** *** $14/hr *****."
  • "$**-$** ** ****, ********* bonuses ***** ** ************* - ******* ***** *-** a ****, **** ***** of ** ** *% of ***** ****** ** how ** **********."
  • "*** *****. ******** **** if **** **** **************"
  • "******* ****, ************* $**.**"
  • "** *** ****, ** breaks **** *** **********. Union *** *** *****. Union ** ****** ** base, *** ****** *****."

****** *****

****** ***** *******$**-***, *** ****** **** in *** ***** ** $50K-$80K, ****** **** ******* to "** **** **********, **** is *** ******* ****** compensation ***** *** ****** technicians / *********?"

  • "*** ****** ***** *** well ****** ** ** networks *** **** **** have ******* **************."
  • "*'** **** ******* **** $35k-$75k ********* ** ******, tenure, ***** ***, *** ability ** **** *************...**** some ********** ************* ******** for ******* **** "***** some ********* **** ****"."
  • "**** **-*** ** **** to ***. ** **** one **** ***** ***. 60-75k ** ***** * feel ** ****** ** for **-**+ **** ******* techs."
  • "$**-$**/**, **** **** **** vehicle, ********* ******* ***** on ************* - ******* $3-4k * ****, **** match ** ** ** 5% ** ***** ****** is *** ** ********** senior *****. ** **** pay ********** *********** *** certain ************** *** ***** make ** ********** $*/** for ********** ** ***** of ******** ** * quarter. ********* ******* **** phone."
  • "****** ***** ** *** area *** ** *** low $**'* *** ****...** to $**/$**"
  • "** *** *** *** one ******* ****, *** get ** ****** ***+, but *** ******** ** good/experienced ***** *** *** around *** *** **-***."

Salary - *****

***** ****** ************ *** sales ****** *** ** the *** *-****** *****, and ******* ***** ** commissions. *******, ***** ****** compensation *** ********** ***** people *** ******* ************** ***** ******.

** ***** "** **** **********, **** is *** ******* ****** compensation ***** *** ***** people? **** ** **********?" to ****** **** ****.

**** ******** **** **** extremely ***, ** ***-******** were ******:

  • "*** **** *** ***********"
  • "*** **** + *% top **** ********** ** start **** *% *** line ********** ****"
  • "*** **** ***** ****** is ********** **** *** is ********* $***-**** **** the **** ** *****."
  • "$*** *** **** **** commission, **** ********"
  • "*** ****, *********** = approx. *% ** ***** sales"
  • "*% ** ***** **** without * ****"

**** ***** ****** *** based ** ****** ************ instead ** ******* *** commissions:

  • "**** $** ** *** with %* ** *% of ***** ****** ** Compensation"
  • "**** *********** ***** $** K **** ****** *** commission ** ***** ** equipment *** ****** ******* on * ******* *****. Full ******* ********* *% commission ** ***** **** price ** **** ****. Larger **** ***** ** negotiated."
  • "$***-$*** **** **** ****** based **********. $**-**** ********."
  • "$**,*** **** ****** **** commission ***** ** ***** margin"
  • "$**,*** ****, *% ** sales **** **** * profit ****** **** **%"
  • "$**-***/**** **** **** ********** of *-*% ********* ** Gross ******. ******* ***** compensation ** ***** *% of *****."

*** **** ****** ***** plans *** * **** salary ** *** $**-$*** range, **** ********** ***** that ***** **% ** >100% ** ********** ***:

  • "$**-*** **** ***, **** total *********** (********* *** base) ** **-**% ** their ***** ***** (**** includes ***.) ******** ******* sales ** **-***/***** = gross ***** ** *-** in **** *****. ********* bonus ***** ** ************* which ** ******* ******* 5-10k * ****."
  • "**** ** *** *** $40K ***** **** ********** bringing ***** ***** ** the $***,**.** ****"
  • "**** $**,***. **** *********** $115,000-$140,000"
  • "*** **** **** ******* (for *********** *****) *** for ***** ***** ***** plus *% **********"
  • "** ****** * *********** to **** **-** **** in **********."
  • "***** ***** - $**-*** on ****** ** $**** revenue (**% ****) *** Level - $**-**** ** target ** $*-*.** ******* (75% ****) **** ***** - $***-**** ** ****** of $*-** ******* (%**-** base)"
  • "** **** *** ***** for ***** ******** ** base **-** *** ****** keep *** ***** ******* off ***** *** ***** people."
  • "**** ****** ** $*** - $*** **** *** of $**** **** **********."
  • "**** ***, ********** ***-****"
  • "$*** **** *********** ** 6 *******"
  • "*** ****, *** **********"
  • "$**,*** ***** **** *- 2% ** *****"

********** *** *****

**** ********* *** **** than **** ****** ** attract *********, ** ***** "** **** **********, **** additional *** ***** *** provided (*.*., ******* ***, tuition *************)?" ** *** more ******* ** ***-****** items ** ************ ********.

******* ******* **********

*** ** *** **** frequently ***** ***** *** company ******** ** ******* allowances.

*** *****, * ******* provided ******* *** ******, while ***** ****** **** most ***** ***** * car *********:

  • "*****: *******, *****, ******, uniforms, ******** *****: *** allowance, *****, ******"
  • "***** *** ********'
  • "***** *** * ******* and * ***** ****** tool/boot *********."
  • "*** ***** ***** ******* vehicles"
  • "***** **** ******* *** Sales **** *** *********"
  • "*** ************ *** **** a ***** *** ********* ($1000/month)."
  • "******* *** *** *****, company *** *** ****** sales."
  • "***** *** ** ******** car *** *** ****. Tech **** *** **** for ******** ***."
  • "***** - ******* ***, gas ****, **** *****, professional ************* *** ******* training *************, ******* *** outstanding *********** ******** - vehicle *********, *** ****, cell *****, ********, ****** card, ************ ************* *** factory ******** *************, ******* for *********** ***********"
  • '*** ********* ** $***/***/** or ******* ** $*.**/****."
  • "**** ********* ** *** area ******* *** ********** of $*** - $*** per ***** **** * gas ****."

Education/Tuition *************

************* **% ** *********** indicated **** **** ** education ********** ** ************* program:

  • "******* *** *** ********* / ********** *************"
  • "** *** *** ******** continued ********* *****, *** have * ******* ************* program."
  • "******* *** ******* ******** education"
  • "******* ************* (**** **********)"
  • "******* ************* */********* ***** of ******* **********"
  • "******* *** *******/********** ******* TRAINING (*******, ******** *****, ETC)"
  • "*** ******** ******* ******* (after ********** ********** ** courses)"
  • "******* ****** ******** *** travel ********, *** ***** sales ****** ** ***** on ******** ******* **** mileage ************."
  • "******* ********* ******* ******* reimbursement ** ********/************* **** reimbursement, **** ** ********* that *** ******** *** to **** *** * amount ** ***** ***** the ********/************* ** ***** to *** *** *** employer *** ******** ****."

Retirement ******* *****

**** *** ********* ** received, *********** ********* ** not ****** ** ***** retirement ******* ***** **********. ~15% ** *** ********* noted **** **** ** 401k ** *** *****, however ***** **** *** often ******** **** **** of * *****:

  • "**** ********** **** **** small ********** ** ******** contribution"
  • "* ***% ** *% match ** ***** ****."
  • "** **** * ******* 401k **** **** * 3% *****."
  • "**** */*% ***** ** every ******* ** ** 6% ** ******** ************, 3% **** **** ******."
  • "*% ****"
  • "**** - ***** ** to *% ** *** (includes **********)"

Healthcare *** ********

********** *** ******** *** be ******** ******* ** a ************ *******, ** asked: "** **** **********, what ** *** ******* amount ** ********, **** days *** ****** **** coverage ********?".

******** / ***

~* ***** ** ***** paid **** *** *** the **** ****** ********, with **** ******* ***** between * ***** ***** of ******** *** * week ** ****/******** ****. In **** ***** ********* had ** ******** **** amount ** **** ** the ******* ****** ******** this *****.

  • "* ***** ******** * Week ****"
  • "* ***** ********, * sick, * ********"
  • "* ******** ****, * weeks ********"
  • "*-* ***** * **** vacation, *-** *** * weeks, ** **** * weeks."
  • "**** **** * ***** - * ***** ******** - * **** **** 5 ** ** ***** - * ***** ******** - * **** **** 10 + ***** - 4 ***** - * sick ****."
  • "** **** *** **** 5 **** **** * year *** * **** paid ******** *** *** first * ***** **** their **** ******** ** 2 ***** **** ******** per ****."
  • "* ***** ******** * sick ****"

**********

********* **** ********* ********** showed * **/** ***** between *****-******* ********** *****, and ***** ***** ** allowance ** ~**-**% ** total ******** **** *** provided. * ***** ****** of ********* (no ********-****** ********** *** available.

  • "** **** ***** ****** insurance **** *** *** a ************."
  • "****** **% ** ******** only *** **% ******."
  • "****** **** - ****** from **** ******** ** 75% ******** ******; ****** and ** ******"
  • "$***-$**** ******* ************ *** healthcare"
  • "***% ********* *** ******** 40% *** ******"
  • "** *** *** ****** care ********"
  • "** ******* * **** health **** ****** ******* to *** ** *** employees **** * ******** annual *********."
  • "******* **** ***% ** the ****** **** *******"
  • "**** ****** **** ******** and ***(*) ********* **** Company."

Integrator **. ************ ************

*******, ************* ***** ****** compensation *** *** ********** positions.

***** ********** *** ************ outside ***** ****** **** similar ******* ****** ************ (see:************ ***** ************ **** Report), ************* ***** *** advantages:

  • ********* ****** **** ******** for ************ **** ********** salespeople ***** ******* **** risk, ******** **** ********** income *** ** ********* more ********** **** ** the *********** ** ****.
  • ******* ********** ***** ******** favor ************ ***** ******, where ***** ****** ** $180K-$200K+ ** * ********* goal *** **** *********. Integrator ***** ***** ****** had * ***** **** after ~$****.

************ ***** ********* *** somewhat ********** ** ********** senior ***** ** **** job *********, ******* ***** engineers ********* **** $****+, over $*** **** **** senior *****, ****** ***** with ************* **** ******.

Comments (10)

Interesting. Id like to see how many typical hours an integrator works on average. Is it super overtime one week and super slow the next? I've noticed our smaller integrators are like that but the larger ones have more steady work and can distribute the work load more evenly.

If I was just getting started as an integrator, I would work for one that does structured cabling for large projects because those are the guys that usually get the big CCTV jobs too. More room for growth and more steady pay. We have a couple here in town that have grown tremendously over the past few years. Good line of work to be in.

I'd start off as a tech with my final intention of being a salesperson. All of that knowledge that you gain starting off at the bottom will make you deadly as a salesperson.

I see your logic in leading up to sales, but that is a special position for a special person. Everyone isn't built for it. Connections, oral, written, networking, handle rejection, etc.

Absolutely, Im just saying if I did want to get in sales, thats what I would do. I would sacrifice the oppurtunity to begin in sales immediately to learn everything from the ground up so I would be deadly when I become a salesperson. Most sales people are extremely unknowledgeable in this industry and cant answer basic tech questions. I think in this industry it helps to be very knowledgeable as a salesperson as it builds confidence in your customers.

My opinion is that salespersons are highly overrated. They are not technical, most of them don't even know what they sell.

Making connections and networking with other overrated managers should not be valued higher than the Engineers who make systems - and sometimes the unrealistic ideas of the Customers - actually work.

My opinion is that salespersons are highly overrated

3, see: Is It Fair That Sales People Make Significantly More Than Engineers?

...and you're such a good sales person!

It's my opinion that very few technical people can make the switch to sales and vice versa. I have been around technical and sales since 1984 so I have some experience in this and I have seen a lot of competent people try it both ways only to be disappointed.

Now, there are many highly technical sales people (consultative) and sales oriented technical folks that can and should work in sales teams conversely the sales person who is completely non-technical can greatly benefit from a team approach.

There are of course many exceptions to the rule and variations on the theme but it's largely what I've experienced.

I think a great Salesperson needs a technical sidekick/estimator. I've only been in the industry 20 years but just long enough to see some fall-out from really great leads that never developed because the technical backing wasn't there.

I worked for a very large integrator as a technician and estimator, this is where I saw the disconnect.

Now I work for a very small integrator in sales, it's temporary until we can get more salespeople! I can't WAIT until we get a new one, I will work with them and I respect their job much more than I used to.

- Brett

Hi all,

Does anyone have a recommended sliding Gross Margin scale or payplan for a salesperson?

NOTICE: This comment has been moved to its own discussion: Recommended Sliding Gross Margin Scale Or Payplan For a Salesperson?

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