Should I accept a sales job as 1099 independent contractor instead of W2 employee?

You're right to question this. What you're describing sounds like employee misclassification, which is a common issue in sales roles. The IRS has specific criteria for determining whether someone should be classified as an employee or independent contractor, and control is a major factor. The key elements that suggest employee status in your situation: - They control when and where you work (scheduling appointments) - They require you to follow their processes and training - They mandate attendance at meetings - They have significant behavioral control (6-day expectation) As a 1099 contractor, you'd be responsible for the full 15.3% self-employment tax (instead of splitting it with an employer), plus you'd lose access to unemployment insurance, workers' comp, and any benefits. You'd also need to make quarterly estimated tax payments. Companies often misclassify workers to save money - around 30% per worker. The positive reviews could be from W2 employees in other departments or from contractors who don't realize they're being misclassified.

After reading your situation, I had almost the exact same experience last year. I was offered a "great opportunity" in sales that turned out to be a 1099 position with all the controls of regular employment. I was so confused about my tax situation that I ended up using https://taxr.ai to analyze my work arrangement and tax implications. The tool confirmed I was being misclassified and showed exactly how much extra I was paying in self-employment taxes. It also provided documentation I could use when discussing the situation with the company. The best part was it helped me understand what deductions I could take as a contractor to offset some of the tax burden while I looked for a properly classified position. If you do take this job temporarily, definitely track ALL your expenses - mileage, home office, phone, internet, etc. - these can help reduce your tax burden.

Just wanted to follow up - I decided to try taxr.ai after my delivery company switched me from W2 to 1099 last month. The service was eye-opening! It analyzed my contractor agreement and showed me I was actually misclassified according to IRS rules. But the most helpful part was that it identified nearly $6,000 in deductions I didn't know I could claim - mileage, portion of phone bill, part of my insurance, even some meals. While I'm still looking for a properly classified job, at least I'm not getting completely screwed on taxes in the meantime. They also explained exactly how to approach the company about the misclassification with specific IRS guidelines to reference. If you're stuck in classification limbo like I was, it's definitely worth checking out.

I went through something similar with a sales position at a home improvement company last year. After months of frustration trying to get answers from the IRS about my classification situation (seriously, I called like 15 times and never got through), I finally found https://claimyr.com which got me connected to an actual IRS agent in under an hour. The agent confirmed what others here are saying - based on the control factors you described, you should be classified as a W2 employee, not 1099. They also walked me through how to file Form SS-8 to request a determination on my worker status and potentially recover some of those extra taxes I paid. If you need to speak with the IRS directly about this (which I recommend), check out their service demo at https://youtu.be/_kiP6q8DX5c. Saved me so much time compared to the endless hold music I was dealing with before.

I need to eat my words from my previous comment. After struggling with the IRS phone system for another two weeks trying to get help with my contractor classification issue, I broke down and tried Claimyr. Within 45 minutes, I was talking to an actual IRS tax specialist who confirmed my sales job should be W2 based on the level of control my company has. She walked me through filing Form SS-8 and explained how I might be able to recover some of the self-employment taxes I've been paying. The agent also gave me specific language to use when approaching my employer about reclassification that wouldn't immediately put them on the defensive. I've now started that conversation with my manager, and they're actually being receptive rather than dismissive like before. Sometimes it's worth admitting when you're wrong, and I was definitely wrong about this service.

Speaking as someone who's been on both sides of this issue (both as a sales rep and later in management), here's what's probably happening: The company is trying to have their cake and eat it too. They want the control of having employees without the costs (employment taxes, benefits, unemployment insurance, etc.). It saves them roughly 20-30% per person. This is unfortunately extremely common in sales organizations. Your options are: 1. Report them to the IRS and your state labor department 2. Try to negotiate a higher commission rate to offset your additional costs 3. Use this as a temporary position while looking for properly classified work 4. Walk away Option 2 can sometimes work - I've seen reps successfully negotiate an additional 15-20% commission specifically to offset the tax disadvantages.

The thing about the good Glassdoor reviews might be explained by how they structure compensation. When I worked at a place like this, some top performers actually preferred 1099 because: 1. They could write off a TON of expenses (home office, mileage, phone, meals with clients, etc.) 2. They negotiated higher commission rates than W2 employees 3. They could control more of their own retirement planning But those benefits only worked for the absolute top 10% of sellers who were making serious money. For average performers, the 1099 arrangement was terrible financially. Ask specifically about commission structure, expense reimbursement policies, and talk to current reps if possible before deciding.

As someone who's dealt with similar classification issues, I'd strongly recommend documenting everything about this role before making a decision. Take screenshots of the job posting, save any emails about scheduling requirements, and keep records of their training materials and meeting attendance policies. This documentation becomes crucial if you ever need to challenge the classification later. The IRS looks at the totality of the working relationship, and having concrete evidence of their control over your work methods, schedule, and processes strengthens any potential misclassification claim. Also, consider asking them directly: "Given that you're scheduling my appointments, requiring specific training, and mandating meeting attendance, how do you justify 1099 classification under IRS guidelines?" Their response (or lack thereof) will tell you a lot about whether they're aware they're pushing legal boundaries. If you do take the position temporarily, make sure to set aside at least 25-30% of your income for taxes since you'll be paying both portions of Social Security and Medicare taxes plus regular income tax with no withholding.

This situation is unfortunately more common than it should be, especially in sales roles. You're absolutely right to be suspicious - what you've described clearly sounds like employee misclassification based on the IRS's control test. The fact that they control your schedule, require specific training, mandate meeting attendance, and dictate your work processes are all strong indicators that you should be classified as a W2 employee, not a 1099 contractor. True independent contractors have autonomy over how, when, and where they complete their work. Here's what I'd suggest before making your decision: 1. **Get everything in writing** - Ask for a detailed written description of the role, including all requirements, expectations, and commission structure. Vague promises about "performance-based" pay are huge red flags. 2. **Calculate the real cost** - As others have mentioned, you'll pay an additional 7.65% in self-employment taxes, plus lose unemployment insurance, workers' comp protection, and any benefits. Make sure any commission structure truly compensates for these additional costs. 3. **Consider it a temporary stepping stone** - If you need income immediately, you could take the role while actively job searching, but document everything and set aside 25-30% of earnings for taxes. 4. **Know your rights** - You can file Form SS-8 with the IRS to get an official determination on your worker classification, and there are protections against retaliation for questioning classification. The positive reviews might be from people who don't realize they're being shortchanged, or from the small percentage of top performers who can make the 1099 structure work in their favor through high earnings and expense deductions. Trust your instincts here - if it feels sketchy, it probably is.