Build the Comp Around the Person, Not the Other Way Around

I tell them:

Yes.

Because you’re looking at it like it’s an either/or.

It’s AND.

A rigid comp structure is such a weird hill to die on when you’re trying to hire in the high-ticket casino…

where everything else is already volatile.

Don’t let “our comp plan is our comp plan” be the reason a monster rep never even applies.

Here’s how I think about it as a recruiter:

find the person you want to hire,

then build the comp around the person.

Not the other way around.

I know companies with reps on both plans at the same time.

Some want the stability of a base, some want pure upside.

Both work fine.

Because adults can choose what they want…

and your job is to stop treating comp like a personality test.

If your goal is retention + performance, this is a cheat code:

Delete the rigidity, let great fits at least get in the building, then dial it in from there.