Interview and pay

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Anonymous

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I am getting the interviewing under way at Dentsply in Caulk division. I have read a number of things around the internet (most if not all bad) but then again, on this site alone, people rip on every company so hard to tell.

First thing is I have read around the internet the pay is relatively low maybe in the 60-70K range while the recruiter that I have spoken too says it is in the 80-90K range in total compensation. Can someone fill me in on that?

and lastly, what types of interview questions do they typically ask? STAR questions? Something you hate doing? Stuff like that? Any real advice or pointers would be helpful. I am sure I will get the "you what a pointer, stay the hell away from Dentsply" comment.
 
Not necesarily regarding this thread, but why is it in general on almost every thread for every company, it is nothing but name calling and present and past employees acting like the company sucks.

There aren't many businesses where people under 30 can make 6 figures.
But I do agree, do some research about the company you are interviewing with or no matter what is said here, you wont get job.
 
Honest and sincere feedback to the question from original poster. I am not sure how desperate you are for a job, but you really need to rethink interviewing with this company. Specifically Caulk and DPD. The compensation is really quite bad. The incentive compensation structure is not designed for tride and true sales rep. Also the environment/ morale is at an all time low. This is coming from someone that has been with the company for 4 yrs. I wish someone would have given me the hard truth when I was interviewing. The turnover at Dentsply is very alarming as well. Trust me, do your research, and go into it knowing you will not make a career here. Good luck in whatever decision you make.
 
Anonymous said:
Honest and sincere feedback to the question from original poster. I am not sure how desperate you are for a job, but you really need to rethink interviewing with this company. Specifically Caulk and DPD. The compensation is really quite bad. The incentive compensation structure is not designed for tride and true sales rep. Also the environment/ morale is at an all time low. This is coming from someone that has been with the company for 4 yrs. I wish someone would have given me the hard truth when I was interviewing. The turnover at Dentsply is very alarming as well. Trust me, do your research, and go into it knowing you will not make a career here. Good luck in whatever decision you make.
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I was a Regional Manager at Dentsply and agree 100% with the above comments - If you are desperate then take the job, otherwise don't do it - It was a huge mistake for me.
 
I agree with the last 2 replies. I also have been here 4 years with the Caulk division. This is the 4th year they have changed the comp plan. 4 times in 4 years! Its a 60/20/20. Not a good formulaif you are just trying to sell. If you really need a job, I would say go for it. You can look for something better while working here. If you are a novice sales rep, then its a good start. If you have 5+ years of good sales experience, you will be really frustrated. They treat reps like children. "Isnt this great!"
 
work at Tulsa Dental if you want to change your focus at marketing's whim.... dont adhere to any strategy whatsoever.... and capitalize on lame, old, knee jerk "promotions"
 
Most Tulsa reps missing numbers to start the year. They're big on firing so expect mass turnover in the division in '14. Lots of discontent around the sales force. Even top performers expect to be put on plan sooner or later when they can't continue selling motors at the same rate as the previous year. Under 92% performance equals zero commission so with lots of people missing the number you can probably see where rep turnover is headed in '14. Lots of new products coming and it's an unusual situation where too many new products can be a bad thing. Someone is mis-reading the market badly. Customers are actually complaining about so many new products, as if reps want them to change their procedure every 6-12 months when the latest and greatest comes out.
 
Anonymous said:
Most Tulsa reps missing numbers to start the year. They're big on firing so expect mass turnover in the division in '14. Lots of discontent around the sales force. Even top performers expect to be put on plan sooner or later when they can't continue selling motors at the same rate as the previous year. Under 92% performance equals zero commission so with lots of people missing the number you can probably see where rep turnover is headed in '14. Lots of new products coming and it's an unusual situation where too many new products can be a bad thing. Someone is mis-reading the market badly. Customers are actually complaining about so many new products, as if reps want them to change their procedure every 6-12 months when the latest and greatest comes out.
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why would you want to pay commission to someone at 92% or less? go out and sell and even a newbie should be at 95% or higher. 60k plus in salary, company car what more do you want to start a job with NO experience
 
Anonymous said:
why would you want to pay commission to someone at 92% or less? go out and sell and even a newbie should be at 95% or higher. 60k plus in salary, company car what more do you want to start a job with NO experience
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Spoken like a true TDS manager. Tell that to the 50+ reps per month who are missing by more than 10% and getting zero. 2/3s of the OTMs miss quota each month, I guess they all suck...
 
Anonymous said:
why would you want to pay commission to someone at 92% or less? go out and sell and even a newbie should be at 95% or higher. 60k plus in salary, company car what more do you want to start a job with NO experience
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Um, if companies actually gave realistic growth numbers like 20 years ago I would have no problem with this style of comp plan. The problem with today's sales environment is that it is all about screwing the rep. Jacking up the quotas to make 100% attainment hard to get isn't the way it is supposed to be. It used to be 80% of reps made quota, not it is 20% at best in most companies.

You know what that means??? Companies still make their real sales goals and earn higher profits because the reps make less.
 
Anonymous said:
Spoken like a true TDS manager. Tell that to the 50+ reps per month who are missing by more than 10% and getting zero. 2/3s of the OTMs miss quota each month, I guess they all suck...
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I did not say they sucked. I said I do not want to pay a rep commission for missing quota by 8% on a monthly basis. 50 plus might be missing by that much meaning 90 plus are not. What are they doing differently than the ones missing all the time? I have reps coming in 98% or higher every month.
 
Anonymous said:
Um, if companies actually gave realistic growth numbers like 20 years ago I would have no problem with this style of comp plan. The problem with today's sales environment is that it is all about screwing the rep. Jacking up the quotas to make 100% attainment hard to get isn't the way it is supposed to be. It used to be 80% of reps made quota, not it is 20% at best in most companies.

You know what that means??? Companies still make their real sales goals and earn higher profits because the reps make less.
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This is the Tulsa credo, screw the rep. There's a good reason the division is so far off the number to start the year. Senior mgmt are all posturing for promotions to York instead of honestly listening to feedback from the field, the disconnect is wide. If the division is off by nearly 10% with the way the comp plan is written then how many reps are making any money this year? All the smart reps are sand-bagging, might as well miss by a wide margin and try and save the next month. I could go on but it's time to head out the door to convince a bunch of offices I've already cold-called on at least two dozen times that they need to buy a new endo system...
 
Anonymous said:
This is the Tulsa credo, screw the rep. There's a good reason the division is so far off the number to start the year. Senior mgmt are all posturing for promotions to York instead of honestly listening to feedback from the field, the disconnect is wide. If the division is off by nearly 10% with the way the comp plan is written then how many reps are making any money this year? All the smart reps are sand-bagging, might as well miss by a wide margin and try and save the next month. I could go on but it's time to head out the door to convince a bunch of offices I've already cold-called on at least two dozen times that they need to buy a new endo system...
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If you can not make it at TDS, give up man. This is the by far simplest way to make 110K working 2 1/2 days a week.
 
TDS is a cake walk, but this year has been a struggle. That being said, there really does seem to be a disconnect in upper management. I can only imagine it's what a previous poster mentioned; posturing for promotions in York. There's been a lot of reorganization (hell, the entire AR department was laid off today) and everyone is trying to be the hero. Most of the managers are doing just that, managing. Very few actual leaders are there.

Also, I agree with marketing mis-reading the market. Dozens of endo accounts switching to competitors and WaveOne can't get a solid foothold in all but a few of them. I can't say if it's a patent issue (time running out on old patents) or a price issue, but the effects on this years numbers are obvious.

For instance, what's the best way to fight a competitor blatantly ripping off your most used product, stealing your customer base, and charging HALF the price? Release the more expensive Protaper GOLD! YAY! 20% off your first two orders!

Anyway, I'm not in a suffering area so I can't complain too much, but honestly a lot of it has to do with the drive of the rep. Some OTMs are lazy as shit, and then bitch when they don't hit numbers. Others are lazy as shit and get lucky with endo accounts that keep them alive. Probably like the guy who posted "work 2 1/2 days a week". Others work hard day in and day out and hit their numbers...barely.

But hey, that's sales. You either love it or hate it.
 


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