Has anyone ever had a quota structure like Life Vest at another company?

[Anonymous]

I am looking for any input on other sales based company that have a quota structure similar or anything like Zoll Life Vest? Am I just someone who was fortunate enough until now to work for a company that valued it sales reps? I would like to start this by saying I am still making my quota almost every segment and making decent money but I am just over a year now and each segment I make it by less and less so I can foresee the outcome that will happen by year 2... I am fired or I quit only based on this quota structure that makes absolutely no sense to me.

I have worked for several sales companies and each one had very tough expectations from a quota perspective but they never continually went up $800.00 every 2 weeks with no end or re-evaluation at some point. I obviously didn't ask enough questions during the interview but I guess I made an assumption based on EVERY previous job I held that the quota would be fair, but difficult. I am still perplexed at the $800.00. Yes, you can tell me 1000 times how you came up with that dollar value and how its actually less than, blah blah.....if you work here or have worked here I don't have to go into detail. So my question from a mathematical perspective is how can a sales rep that starts with a quota of $3000.00 and a sales rep that starts with a quota of $30,000.00 each go up the same $800.00 every 2 weeks? If anyone can tell me how they came up with that mathematical equation I would love to hear it? It should be based off a %, trend, something, anything, I don't care. It can't be a flat $800.00, with no end in sight. Also for the reps that are hired into new territories, struggling territories, etc..maybe a ramp up? I don't know even 2 week after training. Nope, quota starts going up before we are back from training. I truly like this product. I have witnesses a save and it was amazing. However, I don't understand why the Life Vest division seems to almost devalue the sales force. The turnover under my manager is 100% in just over 1 year. Seems to be the case in a lot of the areas. Why do the leaders of this company do anything to help retain employees? If Walmart can finally recognize it, I am not sure why Life Vest hasn't?

If anyone missed the latest buzz from Walmart/Shareholder here is a nice quote.
When asked whether the wage increase announcement was meant to address those problems, Lundberg said the company was focused on “how we recruit, build and maintain the best possible workforce."

 

[Anonymous]

I am looking for any input on other sales based company that have a quota structure similar or anything like Zoll Life Vest? Am I just someone who was fortunate enough until now to work for a company that valued it sales reps? I would like to start this by saying I am still making my quota almost every segment and making decent money but I am just over a year now and each segment I make it by less and less so I can foresee the outcome that will happen by year 2... I am fired or I quit only based on this quota structure that makes absolutely no sense to me.

I have worked for several sales companies and each one had very tough expectations from a quota perspective but they never continually went up $800.00 every 2 weeks with no end or re-evaluation at some point. I obviously didn't ask enough questions during the interview but I guess I made an assumption based on EVERY previous job I held that the quota would be fair, but difficult. I am still perplexed at the $800.00. Yes, you can tell me 1000 times how you came up with that dollar value and how its actually less than, blah blah.....if you work here or have worked here I don't have to go into detail. So my question from a mathematical perspective is how can a sales rep that starts with a quota of $3000.00 and a sales rep that starts with a quota of $30,000.00 each go up the same $800.00 every 2 weeks? If anyone can tell me how they came up with that mathematical equation I would love to hear it? It should be based off a %, trend, something, anything, I don't care. It can't be a flat $800.00, with no end in sight. Also for the reps that are hired into new territories, struggling territories, etc..maybe a ramp up? I don't know even 2 week after training. Nope, quota starts going up before we are back from training. I truly like this product. I have witnesses a save and it was amazing. However, I don't understand why the Life Vest division seems to almost devalue the sales force. The turnover under my manager is 100% in just over 1 year. Seems to be the case in a lot of the areas. Why do the leaders of this company do anything to help retain employees? If Walmart can finally recognize it, I am not sure why Life Vest hasn't?

If anyone missed the latest buzz from Walmart/Shareholder here is a nice quote.
When asked whether the wage increase announcement was meant to address those problems, Lundberg said the company was focused on “how we recruit, build and maintain the best possible workforce."

Shut up and stop whining like a little pussy. If you really think that working 5 to 10 hours a week at this company and paying you the money that they pay isn't fair then you are absolutely crazy. If ML knew how much this organization is paying TM's ( and rm's for that matter) for doing nothing and how little We all do on a daily and weekly basis for what they're getting paid, he would fall over from an MI himself. What are they going to do change the quota system so that they have to pay everybody 150 K plus a year? Yeah that would be very smart for the company and revenue. It's not going to happen! all you idiots that continue to stay at the company deserve whatever comes your way. Shut the fuck up and stop whining, if you don't like it quit, and leave like many others have.

 

[Anonymous]

You sound so professional. I am happy you are content doing so little each week. Thanks for your BS answer to an actual valid question.

 

[Anonymous]

I am looking for any input on other sales based company that have a quota structure similar or anything like Zoll Life Vest? Am I just someone who was fortunate enough until now to work for a company that valued it sales reps? I would like to start this by saying I am still making my quota almost every segment and making decent money but I am just over a year now and each segment I make it by less and less so I can foresee the outcome that will happen by year 2... I am fired or I quit only based on this quota structure that makes absolutely no sense to me.

I have worked for several sales companies and each one had very tough expectations from a quota perspective but they never continually went up $800.00 every 2 weeks with no end or re-evaluation at some point. I obviously didn't ask enough questions during the interview but I guess I made an assumption based on EVERY previous job I held that the quota would be fair, but difficult. I am still perplexed at the $800.00. Yes, you can tell me 1000 times how you came up with that dollar value and how its actually less than, blah blah.....if you work here or have worked here I don't have to go into detail. So my question from a mathematical perspective is how can a sales rep that starts with a quota of $3000.00 and a sales rep that starts with a quota of $30,000.00 each go up the same $800.00 every 2 weeks? If anyone can tell me how they came up with that mathematical equation I would love to hear it? It should be based off a %, trend, something, anything, I don't care. It can't be a flat $800.00, with no end in sight. Also for the reps that are hired into new territories, struggling territories, etc..maybe a ramp up? I don't know even 2 week after training. Nope, quota starts going up before we are back from training. I truly like this product. I have witnesses a save and it was amazing. However, I don't understand why the Life Vest division seems to almost devalue the sales force. The turnover under my manager is 100% in just over 1 year. Seems to be the case in a lot of the areas. Why do the leaders of this company do anything to help retain employees? If Walmart can finally recognize it, I am not sure why Life Vest hasn't?

If anyone missed the latest buzz from Walmart/Shareholder here is a nice quote.
When asked whether the wage increase announcement was meant to address those problems, Lundberg said the company was focused on “how we recruit, build and maintain the best possible workforce."

800.00??? What a bunch of assholes!! My quota goes up 1600.00 every two weeks or 3200.00 a month!!! I do 1.5 million. Not a split or expansion territory!!! 800.00??? Are you sure???

 

[Anonymous]

I am looking for any input on other sales based company that have a quota structure similar or anything like Zoll Life Vest? Am I just someone who was fortunate enough until now to work for a company that valued it sales reps? I would like to start this by saying I am still making my quota almost every segment and making decent money but I am just over a year now and each segment I make it by less and less so I can foresee the outcome that will happen by year 2... I am fired or I quit only based on this quota structure that makes absolutely no sense to me.

I have worked for several sales companies and each one had very tough expectations from a quota perspective but they never continually went up $800.00 every 2 weeks with no end or re-evaluation at some point. I obviously didn't ask enough questions during the interview but I guess I made an assumption based on EVERY previous job I held that the quota would be fair, but difficult. I am still perplexed at the $800.00. Yes, you can tell me 1000 times how you came up with that dollar value and how its actually less than, blah blah.....if you work here or have worked here I don't have to go into detail. So my question from a mathematical perspective is how can a sales rep that starts with a quota of $3000.00 and a sales rep that starts with a quota of $30,000.00 each go up the same $800.00 every 2 weeks? If anyone can tell me how they came up with that mathematical equation I would love to hear it? It should be based off a %, trend, something, anything, I don't care. It can't be a flat $800.00, with no end in sight. Also for the reps that are hired into new territories, struggling territories, etc..maybe a ramp up? I don't know even 2 week after training. Nope, quota starts going up before we are back from training. I truly like this product. I have witnesses a save and it was amazing. However, I don't understand why the Life Vest division seems to almost devalue the sales force. The turnover under my manager is 100% in just over 1 year. Seems to be the case in a lot of the areas. Why do the leaders of this company do anything to help retain employees? If Walmart can finally recognize it, I am not sure why Life Vest hasn't?

If anyone missed the latest buzz from Walmart/Shareholder here is a nice quote.
When asked whether the wage increase announcement was meant to address those problems, Lundberg said the company was focused on “how we recruit, build and maintain the best possible workforce."

This is exactly what the people not his board have been sharing. No other company has a quota structure like this because it doesn't make business sense to anyone that would want to retina employees. You are right, you made assumptions going in to this role that it would be a fair quote system. You assumed wrong and so did I and all of the reps before you. This is one major reason why the turn over is so high. Yes, in a short time you will be underwater and making your 75K base salary only. Yes, you will be told that the problem is you and that you do not know how to sell and yes, you will leave or be fired. I don't mean to put this so bluntly but it's the sad truth here and this is why the sales force is always so new. There is so much information on this board for new potential hires and yet people seem to think that they will be different or that the comments here are from a few negative people. Please know this is not the case and this is just about everyone's reality. I know what you're thinking right now, yes they lied to you to in the interviews and now you're here living the nightmare, trying to figure out your exit strategy. And, yes, they will show you the exit if you don't find one on your own first. Good luck to you!

 

[Anonymous]

I am looking for any input on other sales based company that have a quota structure similar or anything like Zoll Life Vest? Am I just someone who was fortunate enough until now to work for a company that valued it sales reps? I would like to start this by saying I am still making my quota almost every segment and making decent money but I am just over a year now and each segment I make it by less and less so I can foresee the outcome that will happen by year 2... I am fired or I quit only based on this quota structure that makes absolutely no sense to me.

I have worked for several sales companies and each one had very tough expectations from a quota perspective but they never continually went up $800.00 every 2 weeks with no end or re-evaluation at some point. I obviously didn't ask enough questions during the interview but I guess I made an assumption based on EVERY previous job I held that the quota would be fair, but difficult. I am still perplexed at the $800.00. Yes, you can tell me 1000 times how you came up with that dollar value and how its actually less than, blah blah.....if you work here or have worked here I don't have to go into detail. So my question from a mathematical perspective is how can a sales rep that starts with a quota of $3000.00 and a sales rep that starts with a quota of $30,000.00 each go up the same $800.00 every 2 weeks? If anyone can tell me how they came up with that mathematical equation I would love to hear it? It should be based off a %, trend, something, anything, I don't care. It can't be a flat $800.00, with no end in sight. Also for the reps that are hired into new territories, struggling territories, etc..maybe a ramp up? I don't know even 2 week after training. Nope, quota starts going up before we are back from training. I truly like this product. I have witnesses a save and it was amazing. However, I don't understand why the Life Vest division seems to almost devalue the sales force. The turnover under my manager is 100% in just over 1 year. Seems to be the case in a lot of the areas. Why do the leaders of this company do anything to help retain employees? If Walmart can finally recognize it, I am not sure why Life Vest hasn't?

If anyone missed the latest buzz from Walmart/Shareholder here is a nice quote.
When asked whether the wage increase announcement was meant to address those problems, Lundberg said the company was focused on “how we recruit, build and maintain the best possible workforce."

This is exactly what the people on this board have been sharing. No other company has a quota structure like this because it doesn't make business sense to anyone that would want to retain employees. You are right, you made assumptions going in to this role that it would be a fair quota system. You assumed wrong and so did I and all of the reps before you. This is one major reason why the turn over is so high. Yes, in a short time you will be underwater and making your 75K base salary only. Yes, you will be told that the problem is you and that you do not know how to sell and yes, you will leave or be fired. I don't mean to put this so bluntly but it's the sad truth here and this is why the sales force is always so new. There is so much information on this board for new potential hires and yet people seem to think that they will be different or that the comments here are from a few negative people. Please know this is not the case and this is just about everyone's reality. I know what you're thinking right now, yes they lied to you to in the interviews and now you're here living the nightmare, trying to figure out your exit strategy. And, yes, they will show you the exit if you don't find one on your own first. Good luck to you!

 

[Anonymous]

This is exactly what the people on this board have been sharing. No other company has a quota structure like this because it doesn't make business sense to anyone that would want to retain employees. You are right, you made assumptions going in to this role that it would be a fair quota system. You assumed wrong and so did I and all of the reps before you. This is one major reason why the turn over is so high. Yes, in a short time you will be underwater and making your 75K base salary only. Yes, you will be told that the problem is you and that you do not know how to sell and yes, you will leave or be fired. I don't mean to put this so bluntly but it's the sad truth here and this is why the sales force is always so new. There is so much information on this board for new potential hires and yet people seem to think that they will be different or that the comments here are from a few negative people. Please know this is not the case and this is just about everyone's reality. I know what you're thinking right now, yes they lied to you to in the interviews and now you're here living the nightmare, trying to figure out your exit strategy. And, yes, they will show you the exit if you don't find one on your own first. Good luck to you!

Thank you, appreciate your feedback..unfortunately after reading all of the other posts and yours I will start my exit strategy now. Such a shame, I see value in the product just not at the growth that upper management must see. I saw very talented smart people as my fellow co-workers a year ago..now they are gone and replaced after months of interviewing with basically people with zero cardiac experience. At least these boards seem to be helping steer the good talent away now which is good.

 

[Anonymous]

800.00??? What a bunch of assholes!! My quota goes up 1600.00 every two weeks or 3200.00 a month!!! I do 1.5 million. Not a split or expansion territory!!! 800.00??? Are you sure???

Yes 800..I started in an "expansion" territory with a small quota. When I havd asked anything regarding quota I have been told everyone's goes up 800.00 every 2 weeks until after a year and then if you were doing really good the previous year your quota will go up much more than that. I have also heard the management has the ability to stop your quota to help you out temporarily but I only know of one guy that they did that to help out.

 

[Anonymous]

NO OTHER COMPANY sets quota this way. There is no factoring local reimbursement/economics/trends/market penetration. It is set one time and goes up $800 every two weeks compounding forever. Everyone gets the exact same growth rate, it makes no sense.

 

[Anonymous]

NO OTHER COMPANY sets quota this way. There is no factoring local reimbursement/economics/trends/market penetration. It is set one time and goes up $800 every two weeks compounding forever. Everyone gets the exact same growth rate, it makes no sense.

My thoughtss exactly..planning my exit strategy but didn't want to make this same mistake again with another company. Unreal, I can't believe I thought this was going to be a very good job. Wow! I was wrong.

 

[Anonymous]

Food for thought: If your quota goes up $800 every two weeks, it doesn't go up $1,600/month. It's going up $3,200/month. Trust me, I made this point to senior leaders 2 years ago and I got blank stares... basically indifference. So it's worse than you think. If you start a territory with a $3K/segment quota, your 2 seg goal is $6800, right? By the second month, your 2 seg goal is $10,000. Check my math and I dare you to challenge this. When I was there my segment increase was $1,200 and because I was a good salesman I was able to hit consistently. But I'm gone, for a host of reasons. I just gave up hoping it would change and decided to leave.

 

[Anonymous]

NO OTHER COMPANY sets quota this way. There is no factoring local reimbursement/economics/trends/market penetration. It is set one time and goes up $800 every two weeks compounding forever. Everyone gets the exact same growth rate, it makes no sense.

Whoever thought of this idea is obviously happy with having sales turnover as rapidly as possible. Good way of keeping a sales force weak by keeping a revolving door in the field.

 

[Anonymous]

Whoever thought of this idea is obviously happy with having sales turnover as rapidly as possible. Good way of keeping a sales force weak by keeping a revolving door in the field.

They don't care...that's the point. It's cheaper for them to churn and burn than to pay out consistently.

 

[Anonymous]

I am looking for any input on other sales based company that have a quota structure similar or anything like Zoll Life Vest? Am I just someone who was fortunate enough until now to work for a company that valued it sales reps? I would like to start this by saying I am still making my quota almost every segment and making decent money but I am just over a year now and each segment I make it by less and less so I can foresee the outcome that will happen by year 2... I am fired or I quit only based on this quota structure that makes absolutely no sense to me.

I have worked for several sales companies and each one had very tough expectations from a quota perspective but they never continually went up $800.00 every 2 weeks with no end or re-evaluation at some point. I obviously didn't ask enough questions during the interview but I guess I made an assumption based on EVERY previous job I held that the quota would be fair, but difficult. I am still perplexed at the $800.00. Yes, you can tell me 1000 times how you came up with that dollar value and how its actually less than, blah blah.....if you work here or have worked here I don't have to go into detail. So my question from a mathematical perspective is how can a sales rep that starts with a quota of $3000.00 and a sales rep that starts with a quota of $30,000.00 each go up the same $800.00 every 2 weeks? If anyone can tell me how they came up with that mathematical equation I would love to hear it? It should be based off a %, trend, something, anything, I don't care. It can't be a flat $800.00, with no end in sight. Also for the reps that are hired into new territories, struggling territories, etc..maybe a ramp up? I don't know even 2 week after training. Nope, quota starts going up before we are back from training. I truly like this product. I have witnesses a save and it was amazing. However, I don't understand why the Life Vest division seems to almost devalue the sales force. The turnover under my manager is 100% in just over 1 year. Seems to be the case in a lot of the areas. Why do the leaders of this company do anything to help retain employees? If Walmart can finally recognize it, I am not sure why Life Vest hasn't?

If anyone missed the latest buzz from Walmart/Shareholder here is a nice quote.
When asked whether the wage increase announcement was meant to address those problems, Lundberg said the company was focused on “how we recruit, build and maintain the best possible workforce."

Its their Strategy. They don't care about the people they hire.

 

[Anonymous]

The bottom line is upper management does not care at all. They do want a revolving door here. When you hear the top reps make 200k that is very true but guess what the company hates to pay. ML feels the product is so good that it sells it self and that sales is a necessary evil for now. All of you attending the meeting look out for the "Push the LVN" talks, why do they want you to push the LVN so badly? Once all the accounts are using the LVN that oh by the way you pushed on your customer there will be no reason for you anymore. You don't think your moronic 38k a year AC can tell them what documents to fax in or maybe they just hire a 75k a year SSR to go around collect docs. The plan is so simple get a bunch of reps to come in (a major shift now to pharma reps, since device reps won't touch this job any longer and pharma reps think "oh how great is this Im getting to sell a device finally") start you off with a really low quota that seems like for the first 6-9 months your killing it and then what happens about a year in oh wait there is no more room to grow, your bumbling incapable RM will tell you "push the lvn network it will help expedite orders." Another 6 months later you are interviewing with the stain of Zoll on your resume. Bottom line "do not push the LVN".

I am a former two year employee of Zoll (which mad me a dinosaur for gods sake). In my first year I did not miss quota once and in my second year I missed about 4 times total. I was always a top performer, and left doing very well. What bothers me the most is the direction this company is going and the reputation it has and the lack of any upward mobility. Instead of promoting from within (happens very rarely) we go after goofballs that were fired from Daiichi Sankyo for selling "off label" who have zero clue about selling with a sense of urgency. My RM should tell you all you need to know about the quality of people this company is bringing on, as far as leaders go he is a complete dope with no cardiac experience who did not know what a QRS complex is. My customers after two years still have no idea who exactly he is and why he shows up with me in their offices every month. He provides 0 leadership and has never helped to sell a vest once, he is the definition of under qualified. Its pretty amazing to me that in the past month or two I know of a total of 3 RM's and 9 TM's that have left this disaster and oh by the way anyone you talk to who has been here about a year are all out looking for another job. The icing on the cake is when the VP of sales JP quits less then a week before the ASM!

In all honesty there is a mass exodus going on currently and I would not recommend this job to anyone. It is true you can make some decent money here and the job really is not that difficult but the reputation that this company has out there is getting worse and worse. Luckily for me I did very well here and I was able to get out and get a better opportunity, but I have some friends here that have been talking to head hunters and they all either cringe at the sight of life vest on a resume or make a comment about how many resumes they have seen in the past couple of months.

 

[Anonymous]

AMEN

 

[Anonymous]

The bottom line is upper management does not care at all. They do want a revolving door here. When you hear the top reps make 200k that is very true but guess what the company hates to pay. ML feels the product is so good that it sells it self and that sales is a necessary evil for now. All of you attending the meeting look out for the "Push the LVN" talks, why do they want you to push the LVN so badly? Once all the accounts are using the LVN that oh by the way you pushed on your customer there will be no reason for you anymore. You don't think your moronic 38k a year AC can tell them what documents to fax in or maybe they just hire a 75k a year SSR to go around collect docs. The plan is so simple get a bunch of reps to come in (a major shift now to pharma reps, since device reps won't touch this job any longer and pharma reps think "oh how great is this Im getting to sell a device finally") start you off with a really low quota that seems like for the first 6-9 months your killing it and then what happens about a year in oh wait there is no more room to grow, your bumbling incapable RM will tell you "push the lvn network it will help expedite orders." Another 6 months later you are interviewing with the stain of Zoll on your resume. Bottom line "do not push the LVN".

I am a former two year employee of Zoll (which mad me a dinosaur for gods sake). In my first year I did not miss quota once and in my second year I missed about 4 times total. I was always a top performer, and left doing very well. What bothers me the most is the direction this company is going and the reputation it has and the lack of any upward mobility. Instead of promoting from within (happens very rarely) we go after goofballs that were fired from Daiichi Sankyo for selling "off label" who have zero clue about selling with a sense of urgency. My RM should tell you all you need to know about the quality of people this company is bringing on, as far as leaders go he is a complete dope with no cardiac experience who did not know what a QRS complex is. My customers after two years still have no idea who exactly he is and why he shows up with me in their offices every month. He provides 0 leadership and has never helped to sell a vest once, he is the definition of under qualified. Its pretty amazing to me that in the past month or two I know of a total of 3 RM's and 9 TM's that have left this disaster and oh by the way anyone you talk to who has been here about a year are all out looking for another job. The icing on the cake is when the VP of sales JP quits less then a week before the ASM!

In all honesty there is a mass exodus going on currently and I would not recommend this job to anyone. It is true you can make some decent money here and the job really is not that difficult but the reputation that this company has out there is getting worse and worse. Luckily for me I did very well here and I was able to get out and get a better opportunity, but I have some friends here that have been talking to head hunters and they all either cringe at the sight of life vest on a resume or make a comment about how many resumes they have seen in the past couple of months.

This is so true. I hung on here for 4 years and have watched this revolving door of a sales organization. The points made about e-ordering and the LVN are spot on. This trend of hiring cheap SSR's to manage a territory and take orders is being piloted as we speak in California. As we know California lost a lot of TMs and RMs in a short period of time. The back filled job posting have been for SSR's out there ? Remember folks this division of Zoll lives and dies on Medicare reimbursement. I witness the fear years ago when we almost lost Medicare. With heightened sensitivity to Account care, this novelty device which yields about 1% mortality reduction is always on the Medicare radar screen... My belief is as the original poster stated, Saturate the market with mass sales force, LVN, e-ordering and SSR's. Wait for Medicare to drop off and transition this device to hospital acquired capital asset and mange the monitoring aspects. Field sales no longer needed as this will transition to the Zoll hospital capital reps to sell. This hospital division already exists in Chelmsford MA, complete with sales leadership and marketing.

 

[Anonymous]

This is so true. I hung on here for 4 years and have watched this revolving door of a sales organization. The points made about e-ordering and the LVN are spot on. This trend of hiring cheap SSR's to manage a territory and take orders is being piloted as we speak in California. As we know California lost a lot of TMs and RMs in a short period of time. The back filled job posting have been for SSR's out there ? Remember folks this division of Zoll lives and dies on Medicare reimbursement. I witness the fear years ago when we almost lost Medicare. With heightened sensitivity to Account care, this novelty device which yields about 1% mortality reduction is always on the Medicare radar screen... My belief is as the original poster stated, Saturate the market with mass sales force, LVN, e-ordering and SSR's. Wait for Medicare to drop off and transition this device to hospital acquired capital asset and mange the monitoring aspects. Field sales no longer needed as this will transition to the Zoll hospital capital reps to sell. This hospital division already exists in Chelmsford MA, complete with sales leadership and marketing.

The problem with their stupid e ordering and thought process on simplifying ordering doesn't take into account the EMRs are relatively new. Who do you think is loading the past info on the patient into the system??? Good luck finding a previous MI over 2 or three years ago. Going to lose a lot of patients who won't qualify because nobody wants to dig in the records. Every day I sat in my largest cardiac center on the post surgery cardiac floor identifying patients. Went through charts that had info going back 7-10 years! It's all there baby!! Stupid RM always wanted to leave the floor. Didn't get it! Morons. My prediction 20-30 percent lose of patients because of e ordering and lack of past history. Nice job Zoll.

 

[Anonymous]

This is so true. I hung on here for 4 years and have watched this revolving door of a sales organization. The points made about e-ordering and the LVN are spot on. This trend of hiring cheap SSR's to manage a territory and take orders is being piloted as we speak in California. As we know California lost a lot of TMs and RMs in a short period of time. The back filled job posting have been for SSR's out there ? Remember folks this division of Zoll lives and dies on Medicare reimbursement. I witness the fear years ago when we almost lost Medicare. With heightened sensitivity to Account care, this novelty device which yields about 1% mortality reduction is always on the Medicare radar screen... My belief is as the original poster stated, Saturate the market with mass sales force, LVN, e-ordering and SSR's. Wait for Medicare to drop off and transition this device to hospital acquired capital asset and mange the monitoring aspects. Field sales no longer needed as this will transition to the Zoll hospital capital reps to sell. This hospital division already exists in Chelmsford MA, complete with sales leadership and marketing.

Ummmm I don't know if upper management is aware of this but if they want to do away with sales ok with me.....competitor gearing up out there people. Yup no shit. And I guarantee they don't know. They think there IP is solid. Lol it's coming!

 

[Anonymous]

Keep churning and burning these mental midget toy soldiers!! Haha LOVE IT