u/snapetom

I'm external. A recruiter reached out for a TPM (US) position, passed that phone screen, got moved to a HM screen. Things seemed to go well. At the end, he offered to go over. We went over about 20 min. In which, he let me know he wasn't even the HM, didn't really know the HM, and we even laughed about some of the bureaucracy he's seen. I had a great feeling.

End of the next day, I got a rejection notice. I reached out to the recruiter and was told I had a 6 month cool down period. I've gotten conflicting info on whether I would be a cool down or not, so I'm wondering if it was really bad that I'm on a cool down after just a HM call.

In retrospect, I might have not put enough hard numbers in the R part to a question or two? On another question I might have tried to think outside the box too much instead of giving a standard answer.

Hi, I'm looking for a solution to modify some Raspberry Pi-based devices out in the field. We currently do a process where have to grab them from the field, swap out with a temporary one, and do the required maintenance in a lab, then go back out to deploy them.

I was wondering if we can use something like a Shadow to connect to our cell phone's hotspot in repeater mode, plug in the Pi to the Shadow, connect a laptop to the Shadow via its wifi, and then SSH into the Pi directly. Would there be anything in the phones or carriers reventing reaching back in to the Pis?

TiA,

Almost finished with season 1. Frank sucks. He better be useful later. That is all.

Tell your kids about Joy Division.

Hola. I'd like to get this sub's feedback on an equity-based schedule I'd like to offer to two sales associates.

1. Both have extensive experience in software sales, and all three of us worked together in two different companies. They were high performers and I trust them.

2. Both have regular jobs.

3. Both know we are pre-revenue and are willing to do this for equity. Partially because of the existing relationship I have with them, partially because they love the idea.

4. Founding team is 3 people. I have a product and engineering background, one finance guy (and originator of the idea), one pure tech.

We have no investors, so I don't want to force them into a monthly quota situation where things can get awkward. Plus since they'd be doing this on the side, I want to offer them flexibility. Instead of quotas, I want to offer a milestone-based incentive plan for both to work towards.

There's four milestones. A total of up to 5% is available for the two and another 1% bonus. That 5% is more or less split evenly between the four milestones (1.25, 2.5, 3.75, 5). When each milestone is met, that 1.25% is split according to sales numbers for that milestone. For example, if each sell 50% to get to that first milestone, they split that 1.25% evenly. If then Rep A knocks it out with a huge deal that gets us to Milestone 2, he'll get all of that next 1.25, etc. With each milestone, there's a time based 0.25% bonus.

Milestone 4 gets us to a huge ARR that would allow more hires or draw favorable investment that would require sales team restructuring anyway. We also have a plan if neither one of them do anything substantial that won't burn us nor require a "firing."

Basically, is 6% total, equity only, fair for part time account execs? I consider these guys friends, to I don't want to insult them. At the same time, we want to build incentives to help us get to the ARR we want in Milestone 4.