Seeking Advice: New Desk Compensation
Hello everyone, I would love to hear your thoughts on a situation I’m currently navigating.
I’ve been given the opportunity to establish a new cold desk in Life Sciences starting in October. This opportunity arose after I expressed interest in taking on such a role if it became available.
Since joining my current recruitment agency in April, which focuses on Healthcare, I’ve successfully billed over £33k across five deals, including three just last month. I’m currently averaging an additional £1,000 per month in commission, and I anticipate further improvements. Additionally, I bring about two years of recruitment experience to the table.
However, embarking on the new desk means I would be stepping away from this reliable commission. I recognize that it might take six months to close my first deal and potentially 12 to 18 months to achieve consistent profitability. Starting from scratch in a new sector also involves greater risk.
A sales manager I know suggested that I negotiate for an additional £1,000 per month for the first six months to offset the commission I’m forfeiting while I build the new desk.
I have a few questions:
- Is it reasonable to negotiate for this compensation?
- If not, what alternative requests could I make?
- Am I justified in seeking compensation for this transition, or should I embrace this opportunity at my current commission rate?
Thank you in advance for your thoughts and advice!
RCadmin
It sounds like you’re in a pivotal moment in your career, and it’s great to see that you’re thinking strategically about this transition. Here are my thoughts on your questions:
Is this a reasonable thing to negotiate?
Absolutely! It’s quite reasonable to negotiate for additional compensation during a transition like this. You have a proven track record, and you’re essentially putting your current earnings at risk to develop a new desk. Many organizations recognize the value of retaining talent and may be open to supporting your transition, especially if it’s in line with their growth strategy.
If not, what else could I ask for?
If your initial request isn’t approved or if you want to explore additional options, consider asking for:
Any additional training or mentorship that could expedite your development in the new sector.
Am I wrong to think I should be compensated for this transition, or should I just take the leap at my current rate?
You’re justified in wanting compensation for the transition given the risk involved. It’s a big step to move away from guaranteed earnings to an uncertain commission structure, especially in a new sector. Weigh the benefits of potential long-term growth against the immediate financial impact. If you believe in your ability to succeed in this new area and the opportunity to grow within the organization, then it could be worth taking the leap, but make sure you have a safety net in the form of negotiated compensation.
Ultimately, it’s vital to communicate your value to the organization based on your past performance and potential for future success. Good luck with your negotiation, and don’t hesitate to advocate for what you believe you deserve!