salary range iv therapy

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$50K starting base (maybe less) + The standard car options like Taurus, Escape, etc. ($30/week for use) Use the effin' hell out of their gas.

Commissions: Good luck with that! Don't count on them. View commission as gravy. Your territory, budget and what GPO contracts are bought or given up by management will dictate your commission potential. You may hit the jackpot if management throws you a bone and buys the pump business at a big account. They can also sink you for two years when they don't give a rip about losing business in your territory because they have bigger fish to fry somewhere else.

Yearly raises: 1-2% if you are lucky.

Performance Review is a joke. You will likely end up on "The Program" in the first year or two because you will be a convenient person to dump a bad review on. A good review means virtually nothing.

You basically have zero control over what you can sell and where. If you don't have the IV contract at the hospital (i.e. pumps, fluids, sets, pharmacy etc.) it's not worth your time even going into that hospital. I'm not saying don't try, but you'll figure out real quick if you are wasting your time or not. Management has been actively contemplating getting rid of the IV sales force off and on the last 5 years or so. There have also been really no new innovative products in IV Therapy for 10 years or so. Clearlink is terribly flawed device. Baxter did a horrible job of marketing the Flolink (now MaxPlus) device. The residue from the years of the Colleague pump recall haven't washed off. Statlock and Griplock were failures. The only decent idea they had was the V-Link antimicrobial coated valve, but they put it on Clearlink instead of a better device and it is dead. There really isn't that much to sell.

If you take a job with Baxter, don't stop looking for a better one. Use them as a placeholder to find something else ASAP. They have zero loyalty to you and you should show them none in return.
 








Despite the third party view and attempt at being honest there are a few things also to consider. 50k base is low for this division. Despite Plasma being a difficult product to produce and keep in stock the company has changed it's approach to both bonus' and US allocation. Representatives were treated fairly with payouts and adjusting expectations when the supply issue reared it's head. New product/indication on the horizon. Team expansion. Small division. Competent leadership.
 




Anonymous said:
Despite the third party view and attempt at being honest there are a few things also to consider. 50k base is low for this division. Despite Plasma being a difficult product to produce and keep in stock the company has changed it's approach to both bonus' and US allocation. Representatives were treated fairly with payouts and adjusting expectations when the supply issue reared it's head. New product/indication on the horizon. Team expansion. Small division. Competent leadership.
Click to expand...

Kind of sad when the bar for leadership is set at "competent".
 




def agree! mostly. i'm happy to have a "b" or "c" student as a leader over a great speller or "a" student. most of those folks are so focused on the process vs the ends. it's funny how many folks complain about micro-management yet dog folks out the minute a preposition get's dangled or a letter isn't capitalized. would so much rather work in this division and know the challenges vs another where the moving target is more vague and leaders are coaching on how you presented in the 30 seconds you got with the doc.

Also, my base, when hired at the beginning of the year, was 85k.
 




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