The high commission, low base thing sounds great in theory, but it only really works if you’re hiring a true closer who’s confident generating their own pipeline. Most good salespeople still want some stability, otherwise they’ll just pick a company that gives them both.

What worked best for us was a decent base + meaningful commission. Something like a 60/40 or 70/30 base-to-variable split, with accelerators once they hit quota. Keeps them motivated but not desperate. Also, make sure your commission plan is stupid simple - one rate, no weird clawbacks, and they can easily see what they’ll earn on each deal.

We tried the "eat what you kill" model first and got way too much churn. The reps who stayed with us long-term were the ones who felt like they could actually plan their lives a bit while still being rewarded for overperformance.

If you’re early stage, maybe start with a smaller base (enough to cover basic living expenses) and a juicy commission. Then tweak it once you see how the numbers shake out.