Million Dollar Principles #32:
How to Pay Your ISA for Maximum Leverage
If you want your Inside Sales Agent (ISA) model to scale, you’ve got to get the compensation model right.
After a decade of trial and error, here’s what I’ve found works best:
Pay your ISAs a base salary that covers their living expenses, plus a performance bonus.
The base removes financial stress, allowing them to focus on consistent output,calls, contacts, and appointments,without burning out.
But here’s the catch:
Minimum standards must be non-negotiable.
Calls. Contacts. Appointments. Every month. No exceptions.
The real incentive? The bonus.
It should be lucrative enough to make staying in the ISA seat a long-term career option.
But this bonus should not come from your company P&L.
It should come from the outside agents, because they are the ones benefiting from these kept, qualified appointments.
Think about it:
Your agents already pay high splits to outside referral networks.
Yet here you are, handing them warm, vetted, ready-to-go appointments in-house for a fraction of the cost,and with much better conversion.
And here’s the kicker:
You shouldn’t have to beg your agents to take ISA appointments.
If you’re doing this right, they’ll be knocking down your door to get on that list.
Your ISAs are the most leverageable people on your team.
- An average ISA can add 25 deals to your year.
- A good one? 50 deals.
- A great one? 100.
And you only need a few great ones to double your business.
Nick McLean
The Reside Platform
