Advanced Hiring System

According to a Harvard Business Review survey, 45% of bad hires are due to a lack of process. Yet, 99% have not invested in improving their hiring process.
What’s the biggest barrier (e.g. internal bureaucracy, politics, lack of leadership)?
Drop your thoughts in the comments.

A Harvard Business School study found that 80% of U.S. businesses update their sales compensation plan at least every two years to maintain competitive pay and address sales team member challenges.

Want an expert review of your comp strategy?

Drop a comment below or DM us. We’ll share at least one thing you can improve upon.

How does your comp plan stand up?

In a 2018 survey of small to mid-sized businesses, Sales Xceleration found that 70% of sales organizations had compensation plans that did NOT yield desired results and behavior from their sales team. With sales force compensation being the single largest marketing investment for most B2B companies, having an effective plan design is essential to profitability.

Congrats! You’ve made a job offer to your top candidate. Now what?
Your compensation plan design is critical to ensuring the long-term success of your new hire, sales team, and total company. A strong compensation plan will (1) align sales associate’s job responsibilities and their financial incentives, and (2) be simple, direct, and easy to follow.