Cartessa Aesthetics Interview Questions
& Process

I was reached out to on LinkedIn for this Area Business Director position at Cartessa Aesthetics. The role sounded promising with its focus on capital equipment in the aesthetics industry and innovative technology. However, as we started talking, some issues came up that made me decide to back out. The compensation details were vague and confusing. They sent me a "goal-setting" document that showed about $2M in sales with estimated commissions, but when I asked if that was the actual sales target, I was told it was just an "example." Later, the quota was revealed to be $6M, and there wasn't clear information on pipeline, territory, or how deals would be supported. The commission structure was tiered, starting at 50% and going up to 75%, but it was still unclear if this was based on revenue or profit, and how it would be split if multiple sales reps were involved in a deal. Another concern was that it seemed like a competitive environment with unclear expectations. There would be at least 3 other reps, who were also in leadership roles, and you'd essentially be competing with them for credit. When I asked specific questions about support, how compensation was communicated, and if there was overlap in territories (since multiple reps could work the same area), I got defensive answers instead of clear explanations. Most surprisingly, the sales leader I spoke with questioned my "fit" and mentioned vague comments about my "reputation" – a tactic I haven't seen before in professional interviews. Instead of addressing my concerns openly, it felt like they were trying to control the conversation and discredit my questions. My advice to leadership: Strong sales professionals ask tough questions. If your top candidates are walking away after discussing compensation, the problem is likely your lack of clarity and structure, not their ego. Sales leaders should be open to transparency, not defensive when it's requested. If you're an experienced rep who typically earns over $250K and has a solid support team, I'd definitely recommend asking hard questions upfront. If you're building your client base with unclear compensation and territory boundaries, you deserve better structure and leadership.

There were three interviews. The first was with the recruiter. After that, I interviewed with my potential manager. Finally, I spoke with the person who oversees the territory. They asked basic questions and were more interested in getting to know me as a person because I would be joining a team. They wanted to ensure I would fit in with the existing team.

So I applied and then the Admin HR reached out to me about an Office Coordinator position in Melville. They asked if I was interested and said they could set up a call or answer questions via email. I felt I was too qualified for that role, so I declined but asked if I was still being considered for the job I applied for. They never got back to me. It's frustrating when they say they'll answer questions and then ghost you.

It was a few phone chats and then two in-person meetings. Compared to other sales jobs I've had in pharma, this felt more laid-back and like a normal conversation. Everyone seemed really real and open. I liked learning about the people I'd be working with, and it made me want to keep going.