Base Comp ...

Question

Base Comp and Incentive Comp scores are rough on here.  What makes comp plan so bad? Leadership trying to do anything to improve things?

Current Employee · Accepted Answer

This is basically it. You start at 42,500 at nine months they bump you up to 50k and at 1 year you get bumped up to 60k. You get $500 dollars if you hit your monthly quota (10 outbound meetings-regardless of industry you’re calling into) but if you get 9/10 meetings, no extra money. A $2,500 sign on bonus which I’ve seen them take it out of people’s paycheck if they quit before the year mark (the amount after taxes that is). All of this is with a bad tech stack, 150+ dials a day, and a “shadow blitz” every other day I think. The stories only got worse after I quit. Seems like the doubled down on the micro managing and just horrible overall leadership. Clearly not working. Also, salaries could be negotiated but I wouldn’t expect anything over 45k to start.

Former Employee · Answer

Essentially the pitch is that the experience you get working for a company that can connect you with companies and individuals in tech across industries is worth the trade-off of the bad comp. The incentives aren't terrible, with an op to essentially earn an extra ~$1000 per month if you work a full year and hit quota consistently. Hitting quota is very difficult though, majority did not hit it while I worked. Unfortunately I don't believe there are any goals to change things currently,

Current Employee · Answer

Current SDR here. Base compensation was always terrible, but before mB had legal trouble top performers were rewarded decently with the old incentive structure. mB is known for their training and development (which you actually pay for), and have offices that are in high income areas which require a lot of overhead so that also plays into it. Leadership will not do anything about it. They know they pay under industry average, but they try to front this by telling SDRs mB is the place to build your foundation.

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Anonymous Q&A

Base Comp and Incentive Comp scores are rough on here. What makes comp plan so bad? Leadership trying to do anything to improve things?