Are you hopping on call after call with reps who say, “just keep networking” and “nobody breaks in over $100K”? The cool story is also wrong. In the last two weeks alone, we helped 10 people land roles in medical device sales; 8 of them started at or above $100,000. Different backgrounds, different geographies, same outcome: they learned how to target the right roles and present like top performers.

The “Impossible” Myth (and Why People Believe It)

Most candidates hear the same recycled advice:

• Take $55–$70K, “earn your stripes,” hope to hit $100K in 2–3 years.
  
  
• You must have B2B or OR clinical experience first.
  
  
• Big-name companies only start low.
  
  

The truth: some divisions, territories, and companies do start low. Many don’t. If you only listen to average outcomes, you’ll plan an average path.

Who’s Breaking In Right Now

Recent wins (first roles or transitions) included:

• B2B rep and door-to-door sales (lawn services)
  
  
• Medical assistant, nurse, clinical exercise physiologist
  
  
• Engineer
  Most were told their experience “didn’t count.” They reframed it, targeted smarter, and won offers from $100K–$140K+ (with a few outliers at $130–$140K and beyond).
  
  

Why Some Newcomers Start Higher Than Reps with 1–3 Years In

Two reasons:

1. They target the right pockets of pay. Not all divisions are equal. Neuromodulation, capital equipment, robotics, certain MIS/ASI categories, and some diagnostics can pay materially more than lower-margin lines.
   
   
2. They stand out like top performers. They don’t “network for vibes.” They show clear business value, prep deeply, and run a clean, proactive process.
   
   

Where the Money Actually Is

Skip vague Glassdoor averages. Focus on:

• Division economics: ortho (shoulder/knee/hip) vs. neuromod, robotics, capital, endoscopy, diagnostics. Margins and sales motions differ—so do bases and OTEs.
  
  
• Company stage: Beyond the Big 4, funded growth-stage companies (Series A/B/C, U.S. expansions) often pay $100–$130K bases with upside, car programs, and faster promo tracks. (Some are remote/field-hybrid early on.)
  
  
• Territory dynamics: Installed base, competitive landscape, and procedure volume change everything.
  
  

How to Present Like a Top Candidate (Even Without “Perfect” Experience)

Think “do the job to get the job.” Practically, that looks like:

Before you DM or interview

• Micro-research: 10–15 minutes on the rep, manager, division, and competition. Find 1–2 insights you can ask about (not pitch).
  
  
• Own your story: Translate your background into business outcomes: time under pressure, stakeholder influence, process discipline, quota/targets, territory-building grit.
  
  

When you reach out

• Send short, purposeful messages with your phone number.
  
  
• Ask for a 15-minute call to learn their day-to-day, product use cases, and success markers in the territory.
  
  
• Don’t ask to “pick your brain.” Ask 3 specific questions you prepared.
  
  

During the process

• Build champions (reps, clinicals) who’ll vouch for you.
  
  
• Map the interview ladder (1→7), tailor for each step.
  
  
• Show you’re thinking like a rep: competitive map, call plan, 30/60/90 with realistic field activities.
  
  

Volume Wins (and So Does Focus)

Most people message 3–5 reps and call it a day. Top candidates message 50–500 over weeks with quality. Track who accepts, who replies, and who introduces. You’re building a pipeline, not tossing a wish into a fountain.

Offers Under $100K: When They Still Make Sense

Sometimes two of ten offers land in the $80s–$90s and still win if they check three boxes:

1. Team fit (you like the humans you’ll live with daily)
   
   
2. Life impact (clear income bump + work you’ll learn from)
   
   
3. Product alignment (you’re excited to master it)
   If it advances your skills, network, and earning power within 12–24 months, it’s not “settling” it’s a smart step.
   
   

Advanced Angle: Why Smaller/Funded Companies Hire You

Big brands often pay for résumé pedigree. Growth-stage companies pay for output. Many would rather hire 4–6 hungry, coachable reps at strong bases than 3 “names” who don’t hunt. If you can show urgency, process, and learning speed, you’re genuinely attractive, often at a $100K–$130K base with real upside and faster leadership paths.

Your Six-Figure Break-In Checklist

• Identify 3–5 divisions with higher pay potential
  
  
• Build a target list of companies + managers + reps
  
  
• Write two tight DM templates (+ your phone number)
  
  
• Prepare 3 universal questions and 2 company-specific per call
  
  
• Draft a competitive snapshot and a 30/60/90 you can speak to
  
  
• Track follow-ups weekly (polite, professional, never passive-aggressive)
  
  
• Keep two+ processes moving so you have leverage at offer time
  
  

Final Thoughts

It’s not common to break in at $100K+. It’s absolutely possible weekly, in fact when you target the right roles, prepare like a pro, and run a disciplined process. Don’t let average outcomes define your ceiling.

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All the best,

Jacob McLaughlin