We're looking to hire our first sales member. It'll be the first full time person outside of the three founders. We've got a solid lead gen system in place (no cold prospecting), an easy system for signing up the client, and a different person to take the client live. We really just need a sales person to do exactly that - Sale. Our price point is $30 per month + a variable charge that usually puts smaller clients in the $200 range, higher clients in the $500+ per month range. Also, any input on how we can support this new position to make sure its a great success!
✅ TL;DR (Too Long; Didn’t Read)
You’re not just hiring a salesperson — you’re defining your entire sales culture. Start with:
Base + commission (not commission-only)
Clear KPIs based on revenue, not just activity
Founders must build and prove the sales process first
Support with tools, leads, and fast feedback
Skip the fancy comp structures for now. Focus on setting a clear path to success and sharing in the upside if they perform.
🧠 Full Breakdown
👤 1. Hire a Salesperson — Not a Savior
This is your first full-time hire outside the founding team. That person will shape:
Your brand in the market
Your customer’s first impression
Your future hires
Don’t just look for someone who can "sell." Look for someone who aligns with your values, has early-stage energy, and wants to help shape the journey.
💼 2. How to Structure Compensation (Realistically)
Your price point ($200–$500/month average) means you’re selling high-volume, low-ticket SaaS.
Here’s a solid starter comp structure:
→ Base Salary: $40–55K
→ Commission: 10–15% of monthly recurring revenue (MRR) closed
→ On-Target Earnings (OTE): $80–100K if they perform
→ Ramp-up bonus: Small milestone bonus in first 60–90 days (e.g., $500 per 5 closed clients)
If you offer equity, make it clear — but don’t use it to offset fair cash comp unless they ask for it.
🧰 3. Set Them Up to Win
You said you’ve got:
Lead gen system ✅
Easy signup process ✅
Dedicated onboarding team ✅
That’s great. Now add:
Clear ICP (ideal customer profile)
Defined sales stages + CRM process
Call scripts / objection handling docs
Weekly check-ins to unblock or coach
Most early hires don’t fail because they’re bad — they fail because they’re left to figure it out alone.
🧭 Final Word
✅ Hire someone with startup mindset, not just sales skills
✅ Offer base + performance-based upside — show them the path to earning $100K+
✅ Support them like you’re building your own replacement
If this gave you clarity, an upvote would be appreciated 🙏 .
If you want help designing your comp plan or onboarding process, feel free to schedule a call.