# Advice on hiring a salesperson? **URL:** \ **Category:** In My Humble Opinion\ **Created:** [August 11, 2005, 6:26am UTC](https://boards.straightdope.com/t/advice-on-hiring-a-salesperson/316561 "2005-08-11T06:26:14Z")\ **Posts on this page:** 2\ **Page:** 1
**Author:** ![ShortBus](https://avatars.discourse-cdn.com/v4/letter/s/2bfe46/32.png) [@ShortBus](https://boards.straightdope.com/u/ShortBus)\ **Post date:** [August 11, 2005, 6:26am UTC](https://boards.straightdope.com/t/advice-on-hiring-a-salesperson/316561/1 "2005-08-11T06:26:14Z")
I have my own computer network consulting company. Things have grown to the point in which I’m considering hiring a fulltime sales guru. Problem is that I’ve spent my career doing the work, not selling it. I have no clue how to figure a fair compensation package. Much of my revenue is generated by selling maintenance contracts: a client prepays for a block of X number of hours of my time and I bill against that when they call me with a problem. However, I also take on projects that have a definate timetable and set of deliverables. Some of the questions I have: How do I know how much of a base salary to offer? What’s a fair commission percentage? Let’s say the salesperson lands a new client with a maintenance contract. Once that contract runs out and the customer buys another one, should I owe some sort of residual to the salesperson? What’s the difference between “inside sales” and “outside sales”? My company is growing, but it’s still small. I doubt I’m going to be able to attract (or afford) top talent. What are some good ways to be able to spot someone who may be an up-and-comer, but is just currently lacking experience? Thanks! ---
**Author:** ![xash](https://avatars.discourse-cdn.com/v4/letter/x/c6cbf5/32.png) [@xash](https://boards.straightdope.com/u/xash)\ **Post date:** [August 11, 2005, 6:53am UTC](https://boards.straightdope.com/t/advice-on-hiring-a-salesperson/316561/2 "2005-08-11T06:53:44Z")
Moved to IMHO. - **xash** General Questions Moderator