If your job posting does not include On-Target Earnings or clearly defined commission structures, you are losing top sales candidates before the first conversation even begins. In today’s competitive B2B hiring markets like New York, Toronto, and San Francisco, compensation is no longer a side conversation. It is a hiring strategy.
At Quota Crushers Agency, we have recruited hundreds of Sales Executives and Account Managers across industries like SaaS, logistics, media, and tech. Across the United States and Canada, the number one deal-breaker we see in the hiring process is unclear or outdated compensation plans.
Why Compensation Plans Matter More Than Ever
Sales Executives are not just looking for jobs. They are evaluating risk, reward, and long-term earnings. A top performer in Dallas or Montreal has options, and the way you present your offer can determine whether they even take the interview.
When companies hide or delay compensation details, it signals one of two things. Either the company is not confident in the role’s earning potential, or it has not taken the time to build a competitive package. Either way, serious candidates walk away.
Compensation must be simple to understand, competitive within your market, and aligned with performance. If your plan is too complex or too vague, you are likely to lose the very talent you want to attract.
Common Mistakes in Sales Compensation
We regularly speak with hiring managers in cities like Vancouver, Miami, and Chicago who struggle to get traction on their roles. When we review their offers, we often find one or more of these mistakes:
1. No OTE Listed
Candidates want to know what they will earn if they hit target. Not including On-Target Earnings (OTE) is the fastest way to lose high-level interest. In major tech hubs like Austin or Los Angeles, this is a basic expectation.
2. Uncapped Commission That Is Actually Capped
If you say commissions are uncapped, but your top reps only earn 10 to 20 percent above base, that is not truly uncapped. The best Sales Executives know the difference and will ask specific questions.
3. Quotas That Are Unrealistic
Offering big OTEs is not impressive if the quota is impossible to hit. Candidates will want to know how many current reps hit target and what the average attainment is.
4. Poorly Defined Ramp Periods
Top sales professionals expect a 60 to 90-day ramp with either a guaranteed draw or modified quota. If that is not offered, it needs to be clearly explained why.
5. Equity Promises With No Details
If equity is part of the package, candidates will want to understand the vesting schedule, type of shares, and recent valuation. Vague answers create skepticism.
What Top Candidates Are Looking For
Sales Executives in major markets like Ottawa, Atlanta, and San Francisco have high standards. They want to see:
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Transparent base salary and commission structure
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Realistic and historically proven quotas
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Accelerators for overperformance
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Defined ramp-up periods and training support
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A short, decisive interview process with clear financials
We recently worked with a tech company in New Jersey that struggled to hire for a mid-market Account Executive role. They had strong product-market fit but lost three top candidates due to vague comp plans. Once we restructured the posting to clearly state base, OTE, and earning accelerators, we filled the role in under two weeks with a candidate from a direct competitor.
FAQ
Should I include OTE in my job postings?
Yes. Serious candidates want to see earning potential upfront. Omitting OTE reduces your chances of attracting top talent, especially in competitive cities like Toronto or Austin.
How do I know if my compensation plan is competitive?
Compare your offer with market data. Use benchmarks from trusted sources like the U.S. Bureau of Labor Statistics or industry-specific salary reports. Or work with a recruitment firm that sees offers daily across regions.
Is equity important to candidates?
For senior roles and startup environments, yes. Candidates will ask detailed questions about equity structure. If you offer equity, be ready to explain it clearly.
What makes a sales compensation plan attractive?
Transparency, fairness, and a direct link between performance and earnings. Plans should reward consistent performers and offer upside for top closers.
Build a Hiring Strategy Around Compensation
In 2025, compensation is not just a closing tool. It is a positioning tool. If you want to compete for top talent in B2B sales, your compensation plan needs to be front and center. At Quota Crushers Agency, we help our clients build compelling offers that attract and close high-performing Sales Executives across the United States and Canada.
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Coming soon: Download our 2025 Sales Compensation Guide for benchmark data across cities
External References: U.S. Bureau of Labor Statistics, Sales Hacker
