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Create CVRemote jobs that pay well without experience are one of the most searched career paths in the US job market today. But most content online oversimplifies the reality. The truth is: not all “no experience” remote jobs are equal, and compensation varies dramatically based on skill positioning, industry, and how recruiters evaluate your potential.
In this guide, you’ll get a recruiter-level breakdown of how much remote jobs without experience actually pay in the US, including salary ranges, total compensation, and how to strategically position yourself to earn at the top of the range.
When candidates search “how much do remote jobs pay without experience,” they’re usually given vague numbers. In reality, compensation spans a wide range depending on role type.
Entry-level remote jobs (true no experience): $30,000 – $45,000 per year
Skill-based entry roles (minimal experience required): $45,000 – $70,000 per year
High-paying remote roles (trainable but skill-leveraged): $70,000 – $120,000+ per year
Average base salary: $52,000 per year
Average total compensation (including bonuses/commission): $60,000 – $85,000
Base salary: $45,000 – $65,000
OTE (On-Target Earnings): $60,000 – $90,000+
Top performers: $100,000+
This is one of the highest-paying “no experience” remote roles due to commission.
Why it pays well:
Revenue-generating roles always have higher compensation ceilings.
Base salary: $40,000 – $65,000
Bonus: $5,000 – $15,000
Recruiters don’t just evaluate “years of experience.” They evaluate capability signals.
Salary: $30,000 – $50,000
Profile: No track record, high training required
Salary: $45,000 – $75,000
Profile: Portfolio, certifications, or freelance work
Salary: $70,000 – $100,000+
Low end: ~$2,500/month
Mid range: ~$4,300/month
High performers: $6,000 – $10,000+/month
Key Insight:
Recruiters don’t pay based on “experience alone.” They pay based on risk vs. value. If you can demonstrate output potential (even without formal experience), your compensation ceiling increases significantly.
Total compensation: $50,000 – $75,000
Why it pays well:
Retention is critical in SaaS businesses, making this role highly valued.
Base salary: $45,000 – $70,000
Commission (agency side): $10,000 – $100,000+
Total compensation: $55,000 – $120,000
Why it pays well:
Hiring directly impacts company growth, especially in competitive labor markets.
Entry-level: $40,000 – $60,000
Mid-level: $60,000 – $90,000
Top freelancers: $100,000+
Why it pays well:
Content drives revenue, especially in marketing-heavy industries.
General VA: $30,000 – $45,000
Specialized VA (marketing, executive support): $50,000 – $80,000
Why it pays well:
Specialization increases value dramatically.
Base salary: $35,000 – $55,000
With technical tools (Excel, CRM): $50,000 – $70,000
Reality check:
Pure data entry pays less, but operational roles pay more.
Profile: Proven output, metrics-driven results
Key Insight:
A candidate with projects + measurable results can out-earn someone with 2–3 years of weak experience.
Most candidates focus only on base salary. That’s a major mistake.
Base salary: Fixed annual income
Bonus: Performance-based (5% – 20%)
Commission (sales roles): Can exceed base salary
Equity (startups): $5,000 – $50,000+ potential value
Benefits:
Health insurance
PTO (10–25 days)
Remote stipends ($500 – $2,000/year)
SDR Role Example:
Base: $55,000
Commission: $25,000
Bonus: $5,000
Total Compensation: $85,000
Key Insight:
The highest-paying “no experience” jobs are those with variable compensation upside.
Salary range: $60,000 – $120,000+
Roles: SDR, Customer Success, Operations
Salary range: $55,000 – $100,000
Higher bonuses and structured compensation
Salary range: $45,000 – $90,000
Strong freelance earning potential
Salary range: $40,000 – $75,000
Stable but lower upside
From a recruiter and hiring manager perspective, compensation decisions are based on:
High risk (no proof of ability): Lower salary
Low risk (portfolio, results): Higher salary
Sales and marketing roles pay more
Administrative roles pay less
High demand + low supply = higher salaries
Oversaturated roles = lower pay
Startups may offer lower base but higher equity
Large companies offer structured salary bands
Instead of saying “I have no experience,” show proof:
Portfolio projects
Freelance work
Certifications (Salesforce, HubSpot, Google Analytics)
Focus on roles with:
Revenue impact
Measurable KPIs
Commission structures
Sales prospecting
CRM tools (Salesforce, HubSpot)
Copywriting
Data analysis (Excel, SQL basics)
Most candidates lose $5,000 – $20,000 simply due to poor negotiation.
Weak Example:
“I’m okay with anything in the range.”
Good Example:
“Based on market data and the revenue impact of this role, I’m targeting a total compensation package in the $70,000–$85,000 range.”
This is where most advice online fails.
Recruiter screens candidate
Hiring manager evaluates value
Finance approves salary band
Offer is adjusted based on candidate leverage
Competing offers
Strong interview performance
Clear ROI (how you’ll make/save money)
Desperation signals
Lack of clarity on value
Accepting too quickly
Top 10% Scenario:
Sales: $150,000 – $250,000+
Freelance: $120,000 – $200,000+
Applying only to low-paying roles (data entry, basic admin)
Not negotiating
Not building proof of skill
Ignoring commission-based roles
Undervaluing transferable skills
The market is evolving:
AI is reducing low-skill job demand
High-skill entry roles are increasing
Companies prioritize output over experience
Trend Insight:
The highest-paying remote jobs without experience will increasingly require skill proof, not degrees or years of experience.
Remote jobs that pay well without experience are absolutely achievable in the US market—but only if you approach them strategically.
Focus on:
High-value roles (sales, recruiting, marketing)
Skill development over “years of experience”
Strong positioning and negotiation
If you treat yourself like a revenue-generating asset instead of an entry-level applicant, your earning potential increases dramatically.
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