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Ask for one and be direct that you need this done immediately. Have a plan in place when you go to them. Find a few people to help. If you send me a direct message I can give you a BDR comp plan I built at my last company.
That said, I'd leave if I were you. It's a very overt way of taking advantage of someone. This just happened to me in an executive position and put in 80 hour weeks for months on end, brought in my own contacts to help build a team, renewed deals, closed new deals, the whole shabang. I asked probably ten times throughout the 7 months and never got a comp plan. Long story short, I never got paid and it was hard to advocate for any pay when I left because I never actually received a comp plan. It borders on illegal and at a minimum it's insanely unethical although probably not that uncommon. Plus, a company's general disorganization and inability (intentional or not) to address compensation is an issue worth leaving for on its own. People's livelihood is a serious matter and it kills me this is a common thing.
All of that to say... This is a giant, ugly red flag. It's a very obvious way to take advantage of someone and I'm sorry you're in this situation.
Were you promised some kind of bonus structure? If it was never discussed I'd be a bit less intense about it. That said, it's pretty obvious this is the generally accepted structure so you're well within your right to assume there should be one regardless of what was or wasn't discussed.
By the way... BDRs are making like 50k - 70k base + 10k - 30k variable. So I'm not sure where you're at but take that for what it's worth when weighing your options. SDRs are insanely sought after right now.
Geez my OTE is about 62k. Appreciate the perspective on this post.
Develop your own system for tracking and show them how and why you deserve more pay and a higher role
Throw the demos booked the date and the company / person in a excel sheet. Then if they’re qualified mark them as qualified.
What you need to do is get your pay structure figured out or in writing so you aren’t in the dark.
I feel this..., update the resume and always look for a better opportunity!
You should ask your manager about this. You should have a clear method of tracking your performance.
100% you need to have a metric in place.
You can. Or you create a methodology on how to improve the sales process and give honest feedback to your manager on the onboarding.
Is this an issue that only you face in the office or are other people facing the same?
As I said, I’m their first SDR
I would start looking somewhere else. It never hurts to explore your options.