Choose from a wide range of CV templates and customize the design with a single click.
Use ATS-optimised CV and resume templates that pass applicant tracking systems. Our CV builder helps recruiters read, scan, and shortlist your CV faster.
Use professional field-tested resume templates that follow the exact CV rules employers look for.
Create CV
Use professional field-tested resume templates that follow the exact CV rules employers look for.
Create CVIf you're searching for VP Sales salary US, you're not just looking for numbers—you’re trying to understand earning potential at one of the most high-stakes, high-reward roles in the market.
From a recruiter and compensation strategist perspective, VP of Sales compensation is fundamentally different from most roles. It is heavily performance-driven, tied to revenue, and structured around OTE (On-Target Earnings) rather than just base salary.
This guide breaks down:
Real VP Sales salary ranges (base, bonus, OTE, equity)
Compensation by company size, industry, and experience
How sales comp plans are structured at the executive level
How top VPs negotiate $500K–$1M+ compensation packages
What actually determines how much a VP of Sales earns
The average VP of Sales salary in the US varies widely depending on company size and revenue stage:
Base salary: $150,000 – $275,000
On-Target Earnings (OTE): $250,000 – $500,000
Top performers / enterprise level: $500,000 – $1,000,000+
Startup (early stage): $180,000 – $350,000 OTE + equity upside
Average base salary: $190,000
Average OTE: $320,000
Base: $150K – $200K
OTE: $250K – $350K
Equity: 0.25% – 1% (startup)
These candidates are often promoted internally or hired from Director-level roles.
Recruiter insight: First-time VPs are often underpaid relative to market because companies de-risk the hire.
Base: $200K – $250K
OTE: $350K – $600K
Equity: 0.1% – 0.5%
This group commands strong leverage, especially with:
VP Sales compensation is not just salary—it’s a performance contract tied to revenue outcomes.
Typically 40–60% of OTE
Provides stability
Determined by company size and revenue
50–60% of total compensation
Paid based on:
Revenue targets (ARR, bookings)
Median total compensation: $300,000 – $400,000
Mid-market VP: $20,000 – $30,000/month
Enterprise VP: $30,000 – $60,000+/month
Proven ARR growth track record
Experience scaling teams from $10M → $50M+ ARR
Base: $250K – $300K+
OTE: $500K – $1M+
Equity: Significant RSUs or stock grants
Typically found in:
Public companies
Late-stage SaaS (Series D+)
Fortune 500 environments
Team performance
Pipeline growth
Key Insight: If you miss quota, you can lose 50%+ of expected income.
Highly variable based on company stage:
Early-stage startup: 0.5% – 2%
Growth-stage: 0.1% – 0.5%
Public company: RSUs worth $100K – $500K+ annually
$25K – $150K
Used to offset risk or lost bonuses from previous employer
SaaS / Enterprise Software: $300K – $1M+ OTE
Cybersecurity: $350K – $900K OTE
FinTech: $300K – $700K OTE
Healthcare / MedTech: $250K – $500K OTE
Manufacturing / Industrial: $200K – $400K OTE
Non-profit / Education: $150K – $300K
Small local businesses: $120K – $250K
Recruiter insight: Revenue scalability drives compensation. SaaS companies pay more because margins support aggressive commissions.
Base: $150K – $200K
OTE: $200K – $350K
Equity-heavy
High risk, high upside.
Base: $180K – $250K
OTE: $300K – $600K
Balanced comp (cash + equity)
Base: $220K – $300K+
OTE: $400K – $1M+
Strong bonus + RSUs
The biggest driver of compensation is:
More revenue responsibility = higher OTE.
Companies pay for proven outcomes:
Quota attainment history
Revenue growth metrics
Team scaling experience
VP Sales is a high-risk hire.
High demand for proven operators
Low tolerance for failure
This creates high compensation for proven talent.
Companies structure comp differently:
Aggressive (high upside, high risk)
Conservative (higher base, lower bonus)
Move from:
This directly increases compensation ceilings.
Focus on:
ARR growth
Team performance
Repeatable sales processes
Best time to move:
After hitting or exceeding quota
After scaling a team successfully
Your compensation depends on:
Quota realism
Territory quality
Sales cycle length
Always anchor on:
Ask:
Is quota achievable?
What % of VPs hit OTE?
Negotiate:
Guaranteed bonus (first 6–12 months)
Ramp period
Especially in startups:
Weak Example:
Accepting equity without understanding dilution.
Good Example:
Negotiating equity based on:
Ownership percentage
Exit scenarios
Vesting schedule
Sales Manager → $120K – $200K OTE
Director of Sales → $200K – $350K OTE
VP Sales → $300K – $700K+ OTE
CRO (Chief Revenue Officer) → $500K – $2M+
The biggest increase occurs when moving from:
This is where compensation often increases by 50–100%.
SaaS expansion
AI-driven sales optimization
Increased demand for revenue leaders
Shorter tenure expectations (18–24 months)
High pressure and turnover
The VP Sales salary in the US is one of the highest in the job market—but also one of the most volatile.
Your income depends on:
Revenue performance
Compensation plan structure
Negotiation strategy
Top VPs don’t just accept offers—they engineer compensation packages that align with both upside and protection.
If you understand how companies design VP-level compensation, you can position yourself to earn $500K to $1M+ consistently.
Upload CV
Import from Linkedin
