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Create CVIf you’re searching for easy jobs that pay well in the US, you’re not alone. This is one of the highest-intent career queries because it combines three powerful goals:
High income
Low stress
Fast entry or minimal barriers
But here’s the truth most articles miss:
“Easy” jobs that pay well are not random — they are strategically positioned roles where demand is high, supply is limited, or revenue impact is clear.
As a recruiter and compensation strategist, I’ll break down:
Real salary ranges (base + bonus + total compensation)
What makes these jobs “easy” from a hiring perspective
How companies actually determine pay
“Easy” does NOT mean no work. It usually means:
Low physical labor
Predictable tasks
Minimal required degree or barrier to entry
Lower stress compared to compensation level
High leverage roles (impact > effort ratio)
From a compensation standpoint, these jobs pay well because:
They generate revenue (sales roles)
They require trust or responsibility (compliance, admin)
::contentReference[oaicite:0]
Base salary: $50,000 – $75,000
On-Target Earnings (OTE): $70,000 – $120,000
Top performers: $130,000+
No advanced degree required
Structured daily tasks (calls, emails, demos)
Clear metrics for success
SDR: $70K – $120K OTE
Real Estate Agent: $60K – $300K+
Data Entry: $35K – $70K
Executive Assistant: $65K – $150K
Truck Driver: $60K – $120K
UX Tester: $60K – $100K
Notary: $60K – $100K
How to position yourself to earn at the top end
They sit in bottleneck functions (specialized support roles)
They are overlooked by talent pipelines (supply shortage)
Companies pay well because SDRs directly generate pipeline revenue. Even junior candidates can earn bonuses quickly.
Candidates who:
Show resilience
Demonstrate communication skills
Understand basic sales frameworks
…often outperform more experienced but passive applicants.
::contentReference[oaicite:1]
Median earnings: $60,000 – $100,000
High performers: $150,000 – $300,000+
Top 1%: $500,000+
Flexible schedule
No corporate hierarchy
Entry barrier is licensing, not a degree
Commission: 2% – 3% per transaction
No base salary (usually)
High upside, volatile income
Top earners win because they:
Build networks aggressively
Specialize (luxury, commercial, relocation)
Understand market timing
::contentReference[oaicite:2]
Entry-level: $35,000 – $50,000
Experienced: $50,000 – $65,000
Specialized (medical/legal): $70,000+
Repetitive tasks
Minimal decision-making
Low stress environment
Higher pay comes from:
Industry specialization (healthcare, legal)
Speed and accuracy
Handling sensitive data
::contentReference[oaicite:3]
Base salary: $65,000 – $110,000
Top-tier (C-suite support): $120,000 – $180,000
Administrative tasks (calendar, travel, communication)
No technical specialization required
Pay increases based on:
Executive level supported (CEO vs manager)
Company size
Confidentiality and trust
This role is “easy” operationally but hard to replace — that’s why it pays well.
::contentReference[oaicite:4]
Average salary: $60,000 – $85,000
Long-haul: $80,000 – $120,000
Owner-operators: $150,000+
Minimal education requirements
Independent work
High demand
Pay increases with:
Distance driven
Type of cargo
Ownership of truck
::contentReference[oaicite:5]
Freelance: $20 – $60 per test
Full-time: $60,000 – $100,000
No coding required
Task-based testing
Flexible remote work
Companies pay because UX impacts:
Conversion rates
Customer retention
Revenue growth
::contentReference[oaicite:6]
Part-time: $30,000 – $60,000
Full-time: $60,000 – $90,000
High-volume: $100,000+
Short certification process
Simple verification tasks
Remote-friendly
Most people underestimate total compensation. Here’s how it really works:
Base Salary: Guaranteed income
Bonus: Performance-based (5% – 100%+)
Commission: Sales-driven earnings
Equity (rare in “easy” jobs but exists in startups)
Base: $60,000
Commission: $40,000
Bonus: $10,000
Total Compensation: $110,000
$35,000 – $65,000
Limited leverage
Focus on skill-building
$65,000 – $110,000
Negotiation power increases
Specialization matters
$100,000 – $300,000+
Income driven by:
Performance
Network
Reputation
From a hiring manager perspective, compensation is driven by:
Roles tied to revenue (sales, real estate) earn more.
Even “simple” jobs pay well if:
Few people want them
Turnover is high
Handling sensitive data or executives increases pay.
Logistics, real estate, and SaaS sales are high-demand sectors.
Target industries with money (tech, real estate, logistics)
Avoid oversaturated roles with low barriers
Build one high-income skill (sales, negotiation, communication)
Real Estate License
CDL (Commercial Driver’s License)
Notary Certification
Most candidates leave 20%–40% on the table.
Recruiters typically:
Offer mid-band salary first
Expect negotiation
Reward confident candidates
“I’m okay with whatever the budget is.”
“Based on market data and my performance potential, I’m targeting $85K–$100K OTE. Is there flexibility in the range?”
Competing offers
Demonstrated performance
Willingness to walk away
Sales (SaaS, B2B)
Real Estate (especially luxury markets)
Logistics (driver shortages persist)
Data entry (declining long-term)
Basic admin roles
There is no “free money” job.
But there ARE roles where:
Effort is predictable
Entry barriers are low
Compensation is high relative to difficulty
The key is understanding why companies pay what they pay — and positioning yourself where:
Demand is high, supply is low, and impact is measurable.
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