Did you pay for your wedding cake on your one year anniversary? Did you put the down payment on your car after your first oil change? Ridiculous, right?

Then why do companies pay after the date of hire for inside sales candidate referrals?

There is definitely a talent crunch for SDR and ISR candidates. I’m seeing referral rewards of $500, $1000 and even $2000 for a single hire. That’s a big payoff, but the long odds encourage little effort. (Note: I’m talking about getting more referrals from your network - not from current employees.)

Many companies pay out after the candidate has been hired and working for 30, 60, or even 90 days. That length of time doesn’t incent immediate action and leads to little or no referral efforts.

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What happens when your top rep gives notice? Or an A-player goes on maternity leave? Or that amazing candidate takes another offer?

Turnover and open territories are a sales reality. They also take a big bite out of your revenue.

The other day, I was talking to a SaaS VP of Sales with a team of 34 closing reps. Internally, she was facing 28% attrition (both voluntary and not). Externally, a tough hiring market made positions harder and harder to fill.

She told me filling open spots was like a never ending game of whack-a-mole and put her ability to make the number at risk.

I offered this: Ranger Reps to the rescue

A Ranger Rep is a seasoned, organized, and team-oriented rep who thrives on change and challenge. 

Their mission is to help the team hit the group number by flattening the dips that come from losing reps. Ranger Reps are there to cover (and sell!) in your open territories.

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