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Create CVIf you’re searching for “outside sales representative salary,” you’re not just looking for base pay. You’re trying to understand earning potential, commission structures, and whether this role can realistically deliver six-figure income.
From a recruiter and hiring manager perspective, outside sales is one of the most performance-driven, misunderstood compensation models in the job market. Two candidates with the same title can earn $60K vs $200K+ depending on performance, territory, industry, and deal size.
This guide breaks down:
Real salary ranges (base + commission)
How compensation actually works in outside sales
What separates average reps from top earners
Industry-specific earning potential
How recruiters evaluate candidates for high-paying sales roles
Outside sales compensation is a combination of:
Base salary
Commission
Bonuses and incentives
Base Salary: $40,000 – $55,000
On-Target Earnings (OTE): $55,000 – $75,000
Typical candidates:
0–2 years sales experience
Limited closing experience
Understanding compensation requires breaking down commission models.
No base salary
High risk, high reward
Typical earnings:
Used in:
Real estate
Insurance
Independent sales roles
Industry choice is the single biggest driver of earning potential.
SaaS / Tech Sales
Medical Device Sales
Enterprise B2B Solutions
Salary range:
Why:
High deal value
Recurring revenue
Complex sales cycles
Resume positioning that directly impacts your offer
Smaller deal sizes
Recruiter insight:
At this level, companies hedge risk with lower commission upside and structured territories.
Base Salary: $55,000 – $80,000
OTE: $80,000 – $130,000
Typical candidates:
2–5 years experience
Proven quota achievement
Pipeline ownership
Recruiter insight:
This is where earnings start scaling. Your ability to close consistently becomes the primary salary driver.
Base Salary: $80,000 – $120,000+
OTE: $130,000 – $250,000+
Top performers:
Exceed quota consistently (110%–150%+)
Close large or complex deals
Own strategic accounts
Recruiter insight:
Top 10–20% of reps often earn more than their managers due to commission acceleration.
Stable base salary
Commission on revenue or deals
Typical structure:
Recruiter insight:
This is the most attractive structure for both employers and candidates.
Example:
5% commission up to quota
10% commission after 100% quota
Top earners benefit most here.
Risk:
Manufacturing
Logistics
Construction sales
Salary range:
Retail field sales
Commodity products
Low-margin services
Salary range:
Recruiter insight:
If margins are low, commissions are capped. Your earning ceiling is tied to product value.
Your territory matters more than your title.
Major metro areas
Enterprise-heavy regions
High business density zones
Result:
Larger deal sizes
Faster pipeline growth
Higher commissions
Rural or low-demand areas
Saturated markets
Result:
Smaller deals
Longer sales cycles
Hiring managers don’t pay for effort. They pay for revenue.
Recruiters look for:
% of quota achieved
Consistency across years
Weak Example:
“Responsible for sales targets”
Good Example:
“Achieved 132% of annual quota, generating $2.4M in revenue”
Selling $5K deals vs $250K deals changes everything.
Higher complexity = higher pay.
Top candidates:
Generate their own pipeline
Close independently
Manage long-term accounts
Switching industries can reset your salary level.
Example:
Lower because:
Less travel
Smaller deals
Higher because:
Relationship-driven selling
Larger enterprise deals
Most reps plateau because they don’t reposition themselves.
Always show:
Revenue closed
% to quota
Deal size
Selling to:
Each jump increases:
Deal size
Commission potential
Fastest salary growth comes from:
Tech
Healthcare
High-margin B2B sectors
Top reps:
Focus on exceeding quota
Not just hitting it
Weak Example:
“Met with clients and presented products”
Good Example:
“Closed $1.8M in annual revenue across 42 enterprise deals”
Many candidates accept offers without analyzing:
Commission caps
Accelerators
Territory potential
Your income ceiling is dictated by:
Product pricing
Commission structure
Initial scan focuses on:
Revenue numbers
Quota attainment
Industry relevance
Deal size
If these are missing, you’re filtered out of high-paying roles.
Candidate Name: Jason Carter
Target Role: Senior Outside Sales Representative (SaaS)
Location: Austin, TX
PROFESSIONAL SUMMARY
Results-driven outside sales professional with 7+ years of experience in B2B SaaS sales. Consistently exceeded quota (120%–145%) with a track record of closing $2M+ annually in enterprise deals. Expertise in pipeline generation, complex negotiations, and long sales cycles.
CORE SKILLS
Enterprise Sales
Pipeline Development
Negotiation & Closing
CRM (Salesforce)
Territory Management
Revenue Forecasting
PROFESSIONAL EXPERIENCE
Senior Outside Sales Representative | CloudTech Solutions | Austin, TX | 2021 – Present
Generated $2.6M in annual revenue, achieving 138% of quota
Closed 25+ enterprise deals averaging $100K+ per contract
Built and managed a pipeline exceeding $4M
Expanded territory revenue by 45% within 12 months
Outside Sales Representative | DataCore Systems | Austin, TX | 2018 – 2021
Consistently exceeded quota (110%–125%) across 3 consecutive years
Developed new business pipeline through outbound prospecting and referrals
Managed full sales cycle from lead generation to contract close
EDUCATION
Bachelor’s Degree in Business Administration
Top performers transition into:
Enterprise Account Executive ($150K – $300K+)
Sales Manager ($120K – $220K)
Director of Sales ($150K – $300K+)
Average reps:
Focus on activity
Hit quota occasionally
Stay in low-value industries
Top reps:
Focus on revenue
Exceed quota consistently
Sell high-value solutions
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