Surgical Sales Quota

Discussion in 'Stryker' started by anonymous, Feb 19, 2017 at 3:34 PM.

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  1. anonymous

    anonymous Guest

    If you had to guess, what % of surgical Sales reps hit their quotas? Was told the baseline of business in this territory is $2 million but I'd be expected to grow it to $3 million.

    In the interview process and everything I read makes me feel like working here would be a good career move. However, with the surgical products, do you think there's enough in the portfolio and enough HCP demand to grow it to $3 million?

    I'm unfamiliar with this part of the medical sales industry so I figured it's worth asking if this sounded feasible or not. I know this also depends on the specific territory but any feedback would be helpful.
     

  2. anonymous

    anonymous Guest

    Expected to grow it to 3mil in 1 year? Obviously it can be done but then what? The next year you have to grow it again another mil? and then another mil the following year? Think about how unsustainable that is... Just my .02
     
  3. Sydney

    Sydney Guest

    Hello. I'm a reporter for International Consortium of Investigative Journalists. I'm researching a follow up to our #implantfiles series about device reps, what their role is, the pressures and rewards of the job, whether the incentives or compensation structure creates pressures to sell creatively or "off-label." Or is the industry compensation changing? Please feel free to contact me at sfreedberg@icij.org. Thanks!
    Read the series: https://www.icij.org/investigations/implant-files/
     
  4. anonymous

    anonymous Guest

    At Stryker, getting hired is a great career move. You need to know the expectations are high and there is considerable pressure to grow sales every year. The territory you are likely interviewing for was once one, that was split in two. After you get to four million, management will cut yours too. Good luck its just the way Stryker runs the business. More reps = more sales. Fewer reps = more risk. Full commission doesn't cost the company anything other than some benefits the young reps don't use. By the time you need benefits you will have quit or been fired, then two younger reps will take your territory. It's great for younger reps to get in. It's terrible for older reps who need more stability. Good luck!