An advertised earnings figure doesn't explain the whole offer. Before comparing medical sales roles, find out what is fixed, what depends on performance, and what the territory would need to produce.
Separate base pay from variable pay
Ask for the base salary and the commission or bonus plan as separate figures. If an employer describes on-target earnings, ask what performance earns that amount. Target earnings are not the same as guaranteed pay.
- What quota or targets does the plan assume?
- How is commission calculated, and when is it paid?
- Are there thresholds, caps, accelerators, or adjustments?
- How does the plan treat a split account, return, or reassigned territory?
- Can the employer walk through an example using the written plan?
Ask about the first year
Training and ramp time can affect how soon a rep starts producing. Ask whether there is a ramp guarantee or draw, how long it lasts, and whether any draw must be repaid.
Discuss the existing account base, sales cycle, and support available. The territory questions are useful here: earnings potential depends on the work and the market behind the plan.
Compare the rest of the offer
Ask about travel and vehicle expenses, product training, benefits offered, and the employment arrangement. Check what the company pays for and which costs would be yours. Don't assume that every role uses the same structure.
Use role-specific information
A broad salary average may combine different products, locations, experience levels, and compensation plans. It cannot tell you what a particular role will pay.
This guide does not set salary benchmarks or promise earnings. For an opportunity you're considering, ask Robin to discuss the employer's stated range and plan, then confirm the details in the employer's written offer.
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