KISSmarketers’ Post

The technology market has gone through continuous transformation throughout the 2020’s, but even before the pandemic there were significant developments affecting demand for SEs. Compensation trends for Sales Engineers in 2024 point to positive increases, reflecting the ever-growing importance of this job in the technology startup space. Read our blog to find out where the overall average salary for a Sales Engineer in 2024 falls.

❓... Would you pay €170,000 (€340,000 OTE) for an individual contributor salesperson? I ask because we recently placed the highest paid individual contributor we have hired in 2B Talent Solutions history – earning that exact package. No doubt this number would scare a lot of companies – how could you justify such a high salary/package? ⚡ BUT - this particular candidate had a track record of closing €3m+ revenue each of the last 4 years - completely self-sufficient and very happy being an IC for the rest of their career (one of very few willing to do this). When you stack it up like that, it becomes a no-brainer: pay €340,000 for a €3m return (likely upwards of €400,000 when you factor in kickers – but still makes great financial sense). The thing is though, that for most companies, this isn’t even a consideration paying that level of salary – so they immediately discount themselves from exposure to that level of candidate. 💭 Would love to know what people think – times are changing, inflation is real – and so will we see more of this in the next couple years? Comment your thoughts below 👇 #saas #payments #sales #GTM #commercial #hiring #fintech #paytech

$225k OTE → $150k W-2 ❌ $175k OTE → $315k W-2 ✅ So, I guess I’m just trying to understand… Why is everyone so obsessed with OTE? Below 40% of Mid-Market AEs hit quota 🥴 Most of the time we’re not putting ourselves in a position to win. Companies are offering $200k OTE for reps only to make $140k… So, instead of: - applying blindly - trusting one or two people - getting hyped up by a recruiter Go to Repvue and see if you’re even looking in the right places: https://lnkd.in/giY-ViqN Places where reps actually hit their number. Set yourself up for success.

Non-Competes Are Being Enforced Less: What Does This Mean for Sales Teams? 🤔 Across the globe, non-competes are becoming less enforced, and as a result, more companies are turning to non-solicits for their salespeople. From my conversations, most agree this shift is a good thing. Non-solicits, especially for guarding customers it’s agreed are vital, but the declining relevance of non-competes changes the game for hiring. 💡 The Rolodex is Dead. The days of hiring someone just for their "book of contacts" are over. Whether it’s a physical Rolodex or a digital customer network, relying solely on it is no longer enough. Their best contacts are potentially off limits for 6/12 months and with LinkedIn, everyone’s “Rolodex” is larger than ever before. 🚀 Skills & Attitude Matter More: Building a top-tier sales team now requires focusing on skills and attitude. It’s crucial to hire people who not only have the drive but also complement the team - making the team stronger as a whole. ⚽️ Like the best sports teams, the key is finding individuals who elevate each other’s performance. 🏈 🔑 Key takeaway: Hire for capability, attitude, and team fit - not for a contact list. That’s the recipe for long-term success. #Sales #Hiring #NonCompete #NonSolicit #BusinessGrowth #Teamwork

Noëmie Jacquemin 🥷 emphasizes that attitude significantly influences salary. Individuals with identical qualifications and experience can have different compensation based on their confidence and self-worth. A resolute attitude and recognizing one's capacities can lead to higher pay. Cultivating confidence and not settling for less are key factors in achieving a larger paycheck.

Every pay day I remind myself how lucky I am to have a job, especially one in enterprise software sales. I also remind myself that my base salary is what I’m paid for executing on the following as a seller: - Territory and account planning - Pipeline generation - Opportunity qualification and progression - Following the process and playbook - Forecasting - Internal meetings, documentation, data entry I don’t always love doing all of those. But it’s important to remember that I have full control over my output and level of effort as it relates to them. And doing those creates opportunity to increase my W2. Closing deals is almost always directly correlated to how consistently and well I have done the things I get paid my base for above. Sellers, think of your base as your guarantee and your OTE as your upside. Control your path to your upside by becoming great at the things you are guaranteed to be paid for. And if you’re getting a paycheck at all, be grateful. If you found this helpful I write about these things and more here: https://lnkd.in/gc6XyENb #karpediem

Here’s why and when you should pick a 160K OTE (50/50) salary over a 200K OTE (50/50) salary. I get why people go for higher salaries, but a high OTE means nothing if you can’t attain it. I’d rather look at the current target achievement, understand the velocity of the sales cycle, and see if it’s something I can replicate. Because guess what: You already make more hitting 120% on 160K OTE than you’d be making on hitting 60% of your 200K OTE. Also, it’s more fun to overachieve on your quota. Now add that the average attainment of a SaaS company has been <50% since 2022. Do the math. Think about this when you pick your next sales gig or have your next negotiation (and yes, obviously you need to understand kickers, accelerators and make sure there’s no cap on your bonus structure) Point is, the bigger number is not always the better option. ✌️ #salary #newjob #hiring #OTE

Working in tech sales is a double-edged sword, especially when it comes to commission-based income," says Simon Warren from Dragos, Inc. "On one side, you have the thrill of solving problems with multiple solutions and the immediate gratification that comes from direct recognition of your efforts. However, on the flip side, commission-based sales can be mentally taxing. It's challenging to disconnect, and there's a constant internal battle to stay motivated for the sake of earning commissions. It's a field where your drive and resilience are just as important as your sales skills." Do you have what it takes to succeed in a #tech sales career? Find out if it's for you: https://loom.ly/hkvEotk #techjobs #software #salescareers #veteransemployment

🔎 When SaaS sales reps are searching for a job, they often weigh factors like career development opportunities, work environment, benefits, and company culture. However, at the core, compensation remains the top priority for many. In our latest blog post, we'll delve into how compensation structure affects recruitment and share the latest data on average earnings for salespeople. Read the full article here: 📖 https://lnkd.in/d4REandd #HireDNA #SalesRecruiting #RecruitmentStrategy #HiringSuccess #SalesHiring #SaaSSalesTeam #SalesRecruitment

Did you know that in 2022, a recent grad for an SDR role should be making around $70,000? Yet, I recently confronted a CEO who believed paying entry-level staff more than $50,000 was too much. This is surprising because in sales, it's typical for employees to make around $100,000 by their second year. Clearly, $50,000 doesn't stretch as far as it used to. For more insights, check out the scripts, templates, and more in my bio. #Sales #EntryLevelJobs #SalaryNegotiation What's the biggest salary misconception you've encountered in your industry?