TL;DR: Sales salary guide and negotiation tips for 2025. If you are wondering “Do salespeople make good money?” read on to find out.
If you think sales is just about cold calls and lucky breaks, you’ve been watching the wrong movie. In 2025, the modern sales floor looks less like Glengarry Glen Ross and more like Moneyball - driven by data, powered by tech, and brutally honest about what wins. And the big question everyone asks: How much does sales pay in 2025? The answer depends on your role, industry, deal size, comp plan design, and, most importantly, your ability to execute under pressure.
This 2025 guide breaks down sales salary realities in plain English: from base vs. OTE to inside sales vs. enterprise, bonus structures that actually motivate, and how to negotiate like a pro. We’ll also drop in practical salary bands and bonus structure examples you can take to comp conversations.
You'll leave knowing exactly how much a sales rep earns, how much a sales manager earns, what software sales salary looks like, and whether a sales career is the right bet for you.
Sales salaries in 2025 are the result of a few clear levers. If you want to maximize your paycheck, you need to understand how the role, the motion, and the math work together.
Every title comes with its own sales salary structure. SDRs and BDRs generate pipeline, Account Executives (AEs) close deals, Sales Engineers (SEs) explain the “how,” Customer Success Managers (CSMs) expand accounts, and Managers/Directors keep the entire machine running. Each stage of the sales career ladder maps to different levels of sales rep pay and upside potential.
Not all industries are equal. High-margin, high-ACV sectors like SaaS and medical technology push average sales rep salary and OTE far higher than retail or commodity sales.
Inside sales rep salary usually comes with lower base and lower OTE compared to enterprise or strategic roles, where deal sizes are massive and accelerators are generous.
In sales, pay follows math, not hype. A competitive sales bonus structure only works when quotas are realistic, accelerators are transparent, and SPIFFs are designed to drive the right behavior.
The top 10–20% of reps consistently out-earn the rest. With accelerators compounding on over-attainment, the gap between an average sales rep salary and a top performer’s paycheck can be life-changing.
Pro tip: OTE (On-Target Earnings) is not a guarantee. It’s a guiding model. Always ask: What percentage of the team hit quota over the past three to four quarters? What’s the median attainment? What clawback rules apply? These details separate a realistic average sales salary from a bait-and-switch offer.
Not all sales roles are created equal. Your sales salary depends heavily on what stage of the funnel you own and how much revenue responsibility you carry. Let’s break down the most common roles in a sales career, their responsibilities, and how the sales salary structure really works in 2025.
What they do: Sales Development Representatives (SDRs) and Business Development Representatives (BDRs) focus on prospecting, booking meetings, and qualifying leads before handing them off to Account Executives.
Typical sales salary structure: Usually a 60/40 to 70/30 split between base and variable pay. Variable compensation often ties to meetings booked or SQLs (Sales Qualified Leads), with guardrails to prevent low-quality leads.
OTE reality: As an entry point into sales, this is where many reps first ask, “How much does a sales rep earn?” The truth: a solid SDR can expect an average sales salary in the $70K–$100K OTE range in 2025, depending on industry and location. Ramp time, coaching, and territory quality matter more than bravado here.
What they do: Account Executives (AEs) take over once a lead is qualified, guiding prospects through discovery, solution fit, negotiation, and closing.
Salary structure: Often 50/50 base/variable in SaaS, shifting closer to 60/40 for more transactional cycles.
OTE reality: This is where sales rep pay jumps significantly. SMB AEs may see OTEs of $110K–$150K, mid-market AEs $140K–$200K, and enterprise/strategic AEs well over $250K. If you’re chasing a software sales salary, this is usually the sweet spot, with accelerators making the difference between average and superstar paychecks.
What they do: Sales Engineers (SEs) handle demos, technical proofs, and architecture questions. They partner with AEs to ensure prospects understand not just what the product does but how it solves their problems.
Salary structure: Typically higher base, lighter variable, often tied to team quota attainment.
OTE reality: Strong and stable, especially in complex SaaS, cloud, and infrastructure. SEs often enjoy a higher average sales salary than AEs at the SMB/MM level, with total compensation in the $160K–$230K range.
What they do: Hire, coach, forecast, maintain comp hygiene, and keep pipeline quality high.
Salary structure: Higher base than AEs, with a variable portion tied to team bookings and attainment.
OTE reality: Many ask, “How much does a sales manager earn?” In 2025, the typical sales manager salary sits between $200K–$280K OTE. Upside depends heavily on team performance, and strong managers who consistently drive quota attainment can exceed those averages.
What they do: Design coverage models, manage capacity planning, set quotas, and shape pricing strategies.
Salary structure: High base, with variable pay tied to multi-team attainment and often supplemented by stock or equity.
OTE reality: The numbers are big, but volatile. Directors and VPs can earn $300K–$500K+ in OTE when teams hit plan, but misses cascade fast. This level is less about sales rep pay and more about organizational impact and long-term incentives.
From entry-level SDRs to high-stakes VPs, every rung on the ladder has its own sales salary structure. The key is knowing not just the advertised average sales salary, but also how quota, territory, and accelerators actually play out. That’s the difference between taking home a “safe” base vs. writing your own paycheck.
When people ask, “How much does a sales rep earn?” or “What is the average sales salary in 2025?” the honest answer is: it depends.
Your actual take-home will vary based on deal size, industry margins, segment, and whether you’re in inside sales or working enterprise field accounts.
Still, it helps to have clear guardrails when you’re negotiating.
Inside sales rep salary (phone/Zoom-first, smaller ACVs) often slots in the lower half of those AE bands; field/enterprise land higher.
Behind every sales salary is a formula. Understanding the mechanics of sales salary structure helps you evaluate whether a comp plan is fair, competitive, and worth betting your pipeline on. Here’s how the math breaks down.
Your sales rep salary usually includes two parts: base pay and commission. The ratio depends on role and cycle length.
Pro tip: Always check if your sales bonus structure is uncapped or capped at a certain attainment level. Caps kill motivation (and earnings).
If your OTE is $200K at a 50/50 split, the variable portion is $100K at 100% quota.
Accelerators matter: 1.25× after 100% and 1.5× after 120% are where top reps explode past the average sales salary. Always ask for written accelerator rules, historical attainment rates, and clawback policies.
To see how this plays out in the real world, here are four sales bonus structure examples across common roles:
Typical sales rep pay at this level lands between $140K–$200K, but accelerators can push top performers higher.
This is where software sales salary often reaches $300K+ OTE. Mega-deal hunters who crush quota can easily exceed $400K with accelerators.
Inside sales rep salary plans often follow this model, rewarding both activity and quality of leads. A strong SDR can hit $95K–$110K OTE.
A Customer Success Manager with strong expansion motion often makes $120K–$160K OTE, with growth potential tied to NRR performance.
Whether you’re asking “How much does a sales rep earn?” or “How much does a sales manager earn?”, the real answer is in the details of the sales salary structure. Know your split, your quota math, your accelerators, and your clawbacks, and you’ll know if your sales rep pay will stay average or break into top-performer territory.
When people compare sales salaries, one of the biggest differences comes down to whether you’re working inside sales or running the field. Both have their own pay dynamics, risks, and rewards.
Inside sales rep salary usually comes with a lower base and lower OTE, since deal sizes are smaller. The upside? Faster cycles, higher volume, and a steadier payout cadence. For many reps, the predictability of monthly commissions makes inside sales an attractive entry point into a sales career.
Field and enterprise reps operate on the opposite end of the spectrum: higher base, higher OTE, longer cycles, and lumpy payouts. These roles often involve significant travel, deeper relationship management, and a bigger time investment per deal. That’s why the average sales salary for enterprise AEs can cross the $250K–$300K OTE mark, especially when accelerators kick in.
Here’s where it gets interesting. A software sales salary - especially in SaaS - is boosted by high margins and recurring revenue. SaaS companies can afford to design sales bonus structures with richer accelerators, particularly for multi-year and multi-product deals. This means top-performing enterprise AEs in software often out-earn peers in other industries.
But don’t get blinded by headline OTEs. The highest upside lives where:
A generous OTE paired with a history of only 20% attainment? That’s fake news. If you’re evaluating offers, dig into quota history and attainment rates. That’s where the truth about sales rep pay lives.
You don’t need Jedi mind tricks to secure a fair sales salary - what you need is prep, proof, and posture. In 2025, pay transparency is gaining traction, but the burden is still on reps and managers to walk into the conversation armed with facts.
Before asking, “How much does a sales rep earn?” or “What is the average sales salary for my role?”, do your homework.
This makes your case stronger than just citing salary surveys—it shows what you bring to the table.
Companies respect numbers. Frame your negotiation around ROI, not entitlement.
Example: “At my average bookings rate, I’ll pay back this OTE in 2.5 months.”
That shifts the conversation from “raise my salary” to “here’s why my compensation pays for itself.”
Verbal promises don’t pay rent. Always ask for the full sales salary structure in writing:
Having these mechanics clear up front separates a fair plan from a future headache.
Sometimes the base or OTE won’t budge. That’s when you negotiate non-cash levers that still impact your take-home pay:
The smartest negotiators know this: even if you can’t increase your sales rep pay today, you can structure the deal so your earning potential tomorrow is wide open.
The average sales salary is a moving target, but the principles aren’t. Pick a motion where quota is real, accelerators kick in, territory is workable, and data actually flows. If you’re a rep, protect your pipeline and your time. If you’re a manager, protect your team and the plan’s integrity. Everyone wins when the math is honest.
And if you want fewer “update CRM” nights and more “beat plan” days, wire in Sybill. CRM Autofill, Magic Summary, Pre-Call Brief, Personalized Emails, AI Tasks, Ask Sybill, Deal Pipeline, Deal Workspace, and Personal Coach - all rolled into a single powerhouse. It’s how high-performing teams make comp plans pay.
Most sales rep salary packages blend base + commission. In 2025, entry inside sales reps often land $70k–$100k OTE; mid-market AEs commonly see $140k–$200k OTE; enterprise AEs can range $220k–$320k+. Top performers out-earn bands via accelerators.
First-line sales manager salary typically sits $200k–$280k OTE, with higher base and team-based variables. Directors/VPs add equity and multi-team upside.
Software sales salary benefits from high gross margins and recurring revenue. Expect richer OTEs and accelerators: AEs anywhere from $140k (MM) to $380k+ (strategic) OTE depending on ACV and segment; SEs often land $160k–$230k OTE.
OTE (On-Target Earnings) = Base + Variable when you hit 100% of quota. It’s a model, not a guarantee. Ask what % of reps hit quota, how accelerators work, and whether payouts are capped.
TL;DR: Sales salary guide and negotiation tips for 2025. If you are wondering “Do salespeople make good money?” read on to find out.
If you think sales is just about cold calls and lucky breaks, you’ve been watching the wrong movie. In 2025, the modern sales floor looks less like Glengarry Glen Ross and more like Moneyball - driven by data, powered by tech, and brutally honest about what wins. And the big question everyone asks: How much does sales pay in 2025? The answer depends on your role, industry, deal size, comp plan design, and, most importantly, your ability to execute under pressure.
This 2025 guide breaks down sales salary realities in plain English: from base vs. OTE to inside sales vs. enterprise, bonus structures that actually motivate, and how to negotiate like a pro. We’ll also drop in practical salary bands and bonus structure examples you can take to comp conversations.
You'll leave knowing exactly how much a sales rep earns, how much a sales manager earns, what software sales salary looks like, and whether a sales career is the right bet for you.
Sales salaries in 2025 are the result of a few clear levers. If you want to maximize your paycheck, you need to understand how the role, the motion, and the math work together.
Every title comes with its own sales salary structure. SDRs and BDRs generate pipeline, Account Executives (AEs) close deals, Sales Engineers (SEs) explain the “how,” Customer Success Managers (CSMs) expand accounts, and Managers/Directors keep the entire machine running. Each stage of the sales career ladder maps to different levels of sales rep pay and upside potential.
Not all industries are equal. High-margin, high-ACV sectors like SaaS and medical technology push average sales rep salary and OTE far higher than retail or commodity sales.
Inside sales rep salary usually comes with lower base and lower OTE compared to enterprise or strategic roles, where deal sizes are massive and accelerators are generous.
In sales, pay follows math, not hype. A competitive sales bonus structure only works when quotas are realistic, accelerators are transparent, and SPIFFs are designed to drive the right behavior.
The top 10–20% of reps consistently out-earn the rest. With accelerators compounding on over-attainment, the gap between an average sales rep salary and a top performer’s paycheck can be life-changing.
Pro tip: OTE (On-Target Earnings) is not a guarantee. It’s a guiding model. Always ask: What percentage of the team hit quota over the past three to four quarters? What’s the median attainment? What clawback rules apply? These details separate a realistic average sales salary from a bait-and-switch offer.
Not all sales roles are created equal. Your sales salary depends heavily on what stage of the funnel you own and how much revenue responsibility you carry. Let’s break down the most common roles in a sales career, their responsibilities, and how the sales salary structure really works in 2025.
What they do: Sales Development Representatives (SDRs) and Business Development Representatives (BDRs) focus on prospecting, booking meetings, and qualifying leads before handing them off to Account Executives.
Typical sales salary structure: Usually a 60/40 to 70/30 split between base and variable pay. Variable compensation often ties to meetings booked or SQLs (Sales Qualified Leads), with guardrails to prevent low-quality leads.
OTE reality: As an entry point into sales, this is where many reps first ask, “How much does a sales rep earn?” The truth: a solid SDR can expect an average sales salary in the $70K–$100K OTE range in 2025, depending on industry and location. Ramp time, coaching, and territory quality matter more than bravado here.
What they do: Account Executives (AEs) take over once a lead is qualified, guiding prospects through discovery, solution fit, negotiation, and closing.
Salary structure: Often 50/50 base/variable in SaaS, shifting closer to 60/40 for more transactional cycles.
OTE reality: This is where sales rep pay jumps significantly. SMB AEs may see OTEs of $110K–$150K, mid-market AEs $140K–$200K, and enterprise/strategic AEs well over $250K. If you’re chasing a software sales salary, this is usually the sweet spot, with accelerators making the difference between average and superstar paychecks.
What they do: Sales Engineers (SEs) handle demos, technical proofs, and architecture questions. They partner with AEs to ensure prospects understand not just what the product does but how it solves their problems.
Salary structure: Typically higher base, lighter variable, often tied to team quota attainment.
OTE reality: Strong and stable, especially in complex SaaS, cloud, and infrastructure. SEs often enjoy a higher average sales salary than AEs at the SMB/MM level, with total compensation in the $160K–$230K range.
What they do: Hire, coach, forecast, maintain comp hygiene, and keep pipeline quality high.
Salary structure: Higher base than AEs, with a variable portion tied to team bookings and attainment.
OTE reality: Many ask, “How much does a sales manager earn?” In 2025, the typical sales manager salary sits between $200K–$280K OTE. Upside depends heavily on team performance, and strong managers who consistently drive quota attainment can exceed those averages.
What they do: Design coverage models, manage capacity planning, set quotas, and shape pricing strategies.
Salary structure: High base, with variable pay tied to multi-team attainment and often supplemented by stock or equity.
OTE reality: The numbers are big, but volatile. Directors and VPs can earn $300K–$500K+ in OTE when teams hit plan, but misses cascade fast. This level is less about sales rep pay and more about organizational impact and long-term incentives.
From entry-level SDRs to high-stakes VPs, every rung on the ladder has its own sales salary structure. The key is knowing not just the advertised average sales salary, but also how quota, territory, and accelerators actually play out. That’s the difference between taking home a “safe” base vs. writing your own paycheck.
When people ask, “How much does a sales rep earn?” or “What is the average sales salary in 2025?” the honest answer is: it depends.
Your actual take-home will vary based on deal size, industry margins, segment, and whether you’re in inside sales or working enterprise field accounts.
Still, it helps to have clear guardrails when you’re negotiating.
Inside sales rep salary (phone/Zoom-first, smaller ACVs) often slots in the lower half of those AE bands; field/enterprise land higher.
Behind every sales salary is a formula. Understanding the mechanics of sales salary structure helps you evaluate whether a comp plan is fair, competitive, and worth betting your pipeline on. Here’s how the math breaks down.
Your sales rep salary usually includes two parts: base pay and commission. The ratio depends on role and cycle length.
Pro tip: Always check if your sales bonus structure is uncapped or capped at a certain attainment level. Caps kill motivation (and earnings).
If your OTE is $200K at a 50/50 split, the variable portion is $100K at 100% quota.
Accelerators matter: 1.25× after 100% and 1.5× after 120% are where top reps explode past the average sales salary. Always ask for written accelerator rules, historical attainment rates, and clawback policies.
To see how this plays out in the real world, here are four sales bonus structure examples across common roles:
Typical sales rep pay at this level lands between $140K–$200K, but accelerators can push top performers higher.
This is where software sales salary often reaches $300K+ OTE. Mega-deal hunters who crush quota can easily exceed $400K with accelerators.
Inside sales rep salary plans often follow this model, rewarding both activity and quality of leads. A strong SDR can hit $95K–$110K OTE.
A Customer Success Manager with strong expansion motion often makes $120K–$160K OTE, with growth potential tied to NRR performance.
Whether you’re asking “How much does a sales rep earn?” or “How much does a sales manager earn?”, the real answer is in the details of the sales salary structure. Know your split, your quota math, your accelerators, and your clawbacks, and you’ll know if your sales rep pay will stay average or break into top-performer territory.
When people compare sales salaries, one of the biggest differences comes down to whether you’re working inside sales or running the field. Both have their own pay dynamics, risks, and rewards.
Inside sales rep salary usually comes with a lower base and lower OTE, since deal sizes are smaller. The upside? Faster cycles, higher volume, and a steadier payout cadence. For many reps, the predictability of monthly commissions makes inside sales an attractive entry point into a sales career.
Field and enterprise reps operate on the opposite end of the spectrum: higher base, higher OTE, longer cycles, and lumpy payouts. These roles often involve significant travel, deeper relationship management, and a bigger time investment per deal. That’s why the average sales salary for enterprise AEs can cross the $250K–$300K OTE mark, especially when accelerators kick in.
Here’s where it gets interesting. A software sales salary - especially in SaaS - is boosted by high margins and recurring revenue. SaaS companies can afford to design sales bonus structures with richer accelerators, particularly for multi-year and multi-product deals. This means top-performing enterprise AEs in software often out-earn peers in other industries.
But don’t get blinded by headline OTEs. The highest upside lives where:
A generous OTE paired with a history of only 20% attainment? That’s fake news. If you’re evaluating offers, dig into quota history and attainment rates. That’s where the truth about sales rep pay lives.
You don’t need Jedi mind tricks to secure a fair sales salary - what you need is prep, proof, and posture. In 2025, pay transparency is gaining traction, but the burden is still on reps and managers to walk into the conversation armed with facts.
Before asking, “How much does a sales rep earn?” or “What is the average sales salary for my role?”, do your homework.
This makes your case stronger than just citing salary surveys—it shows what you bring to the table.
Companies respect numbers. Frame your negotiation around ROI, not entitlement.
Example: “At my average bookings rate, I’ll pay back this OTE in 2.5 months.”
That shifts the conversation from “raise my salary” to “here’s why my compensation pays for itself.”
Verbal promises don’t pay rent. Always ask for the full sales salary structure in writing:
Having these mechanics clear up front separates a fair plan from a future headache.
Sometimes the base or OTE won’t budge. That’s when you negotiate non-cash levers that still impact your take-home pay:
The smartest negotiators know this: even if you can’t increase your sales rep pay today, you can structure the deal so your earning potential tomorrow is wide open.
The average sales salary is a moving target, but the principles aren’t. Pick a motion where quota is real, accelerators kick in, territory is workable, and data actually flows. If you’re a rep, protect your pipeline and your time. If you’re a manager, protect your team and the plan’s integrity. Everyone wins when the math is honest.
And if you want fewer “update CRM” nights and more “beat plan” days, wire in Sybill. CRM Autofill, Magic Summary, Pre-Call Brief, Personalized Emails, AI Tasks, Ask Sybill, Deal Pipeline, Deal Workspace, and Personal Coach - all rolled into a single powerhouse. It’s how high-performing teams make comp plans pay.
Most sales rep salary packages blend base + commission. In 2025, entry inside sales reps often land $70k–$100k OTE; mid-market AEs commonly see $140k–$200k OTE; enterprise AEs can range $220k–$320k+. Top performers out-earn bands via accelerators.
First-line sales manager salary typically sits $200k–$280k OTE, with higher base and team-based variables. Directors/VPs add equity and multi-team upside.
Software sales salary benefits from high gross margins and recurring revenue. Expect richer OTEs and accelerators: AEs anywhere from $140k (MM) to $380k+ (strategic) OTE depending on ACV and segment; SEs often land $160k–$230k OTE.
OTE (On-Target Earnings) = Base + Variable when you hit 100% of quota. It’s a model, not a guarantee. Ask what % of reps hit quota, how accelerators work, and whether payouts are capped.
