# @salesrecruitinguniversity on YouTube

- **Type:** Video
- **Original URL:** https://youtube.com/watch?v=DmPJYBalaxg
- **Gondola URL:** https://gondola.cc/posts/70720173-salesrecruitinguniversity-youtube
- **Thumbnail:** https://img.gondola.cc/tr:w-,h-,fo-auto/postThumbnails/ca18635dd6.jpg
- **Posted:** 2026-09-23T16:09:49.000+00:00
- **Account Owner:** Sales Recruiting University (@salesrecruitinguniversity) — https://gondola.cc/salesrecruitinguniversity

## Caption

Stop building a custom income plan for every new sales rep.

Most founders do it with good intentions. A new rep starts, you talk through their income goals, and you reverse-engineer the time, activities, and production they'll need to hit them.

That's a great experience for the rep.

The problem is attrition.

When you're scaling a commission-based sales team, you may need to recruit 3, 4, or 5 reps to get one to stick. Even at a strong 50% retention rate, you're hiring two to keep one.

So you pour hours of custom management time into reps who won't all be around to use it.

The fix isn't less clarity. It's standardized clarity.

Lay out simple, repeatable paths:

Minimum expectations
What the top 20% of reps do
What the top 10% do
What the top 1% do

Your minimum is the worst-case income benchmark. If a rep isn't doing at least this, they can't work here. Share it during recruiting, before anyone is hired.

This week, write down your minimum activity and production standard and add it to your next candidate conversation.

If you need help recruiting and scaling a commission-based sales team, schedule a Sales Recruiting Planning Call:
https://getsru.com/application

Does your team have a clearly defined minimum standard today?

#SalesLeadership #SalesRecruiting #SalesManagement #SalesOnboarding

## Stats

- **Views:** 32
- **Likes:** 0
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## Tags

salesonboarding, salesmanagement, salesrecruiting, salesleadership

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