Your best sales candidates aren't chasing your comp plan. Most founders walk candidates through the job: the product, the territory, the commission structure. Then they wonder why their strongest applicants go somewhere else. Here's what's actually happening: top performers aren't evaluating a job. They're evaluating a future. If you can't show them one, they'll find a company that can. The fix isn't a better pitch about the role. It's a reverse-engineered org chart. Show them where the company is going — "we're taking this from $2M to $20M" — and then show them exactly what that growth requires: a VP of Sales, three sales managers, three teams of ten. Now they're not just picturing a job. They're picturing a seat. This is also where income clarity matters. Be direct about the floor and the ceiling — what a new rep makes in year one at minimum, and what a top 10% performer makes. If that range isn't enough for someone, tell them plainly it's probably not a fit. Build your growth v...