Incentive ...

Question

Incentive Comp scores on here are awful - whats so bad about the plan? is management doing anything to motivate the sales team better and fix it?

Current Employee · Accepted Answer

I can’t speak for other verticals but no one is hitting quota. Only 10% of my team hit their annual quota last year. You get a percentage of each sale but in reality very few people are consistently hitting their number. Not to mention there is an 12-18 month ramp period that they don’t tell you about when interviewing. It’s also worth mentioning ROE is a joke. Reps who have been with the company a lot longer than you will create opportunities on named accounts and management will let them keep it.

Former Employee · Answer

I left Dude/Brightly 2 years ago in 2021 due to the culture shift, and bringing folks back into office after COVID.

Incentive comp changed right before I left in 2021 and is now standard for SaaS. I think ratings are harsh due to old reps since this company has gone through a massive paradigm shift twice in the past few years. Only shit thing was if you got behind it was very tough to catch up. Multi year and kickers were also standard rates.

After several years working there, Incentive Comp is comparable for each level I saw i.e. SMB, Mid market, Enterprise. Only notes I have is Floor comp is lower than other Orgs for SMB and Enterprise if you're early in the position. I did know several reps that were less than 5 years into Sales clearing $300k. Big upside if you're exceeding quota.

Nice thing I remember is marketing spend is very hefty, and increased almost 2x when I was leaving.

Keep in mind it is a low deal size industry, you'll maybe have a 50k sale once or twice a year. It's also low stress once you get your foundation.

80% of My AE Peers in MFG hit quota from 2018-2021. The team exceeded quota every one of those years (yes during COVID quota was adjusted,).

If you put in the work you'll get cushion with leads and SDR's after working your way up through promotions.

I believe if you got a good manager it'd be worthwhile to stay - wasn't the case for me until I had my foot out the door. Had 7 managers working my way up sales org over several years, when leaving had a great female manager in the manufacturing vertical.

In my experience and with generous marketing spend the go to verticals for AE's are Manufacturing and Goverment. Account management is good in Education, and there is not much room due to tenured excellent reps in Healthcare.

Overall it's a great place to start or stay if you don't mind riding the wave - they spend a lot on training, comps are normal unless you get behind, ramping period is fair (and only 3 months from what I remember?), product is simple and you've got sales engineers.

Worth the shot in my opinion if you can tune out noise from complainers.

Former Employee · Answer

I worked on the manufacturing team when I worked there almost 6 years ago. The product didn't align to the vertical well, which made hitting your quota near impossible. They really make their money on healthcare or public sector because that is their bread and butter. In this economy, I would imagine it is even harder to hit quotas now, since no one is spending on things they don't need and most companies have a product similar to theirs in place already. Management wasn't super helpful, since it's really a smiling and dialing company to start with (lots of sales training, more than you may ever need). Experience in cold calling is nice, but outside of that, plan to live on the base they provide you while you gain experience.

Former Employee · Answer

I worked on the Healthcare team.   Half the team made Presidents club and we had great Sr leadership.  That was a few years ago.

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Anonymous Q&A

Incentive Comp scores on here are awful - whats so bad about the plan? is management doing anything to motivate the sales team better and fix it?