Salary Guide
Sales Representative Salary Guide: Base Pay, Commission & OTE by Experience
Most Sales Representative roles pay a base salary plus uncapped or capped commission, and the number you see advertised is almost always On-Target Earnings (OTE) — what you'd earn hitting 100% of quota, not a guaranteed salary. Entry-level reps typically start around a €26K – €34K OTE with a base making up 60-70% of that figure, while experienced reps who consistently exceed quota can push total compensation into the €65K – €78K range through commission alone. Actual take-home pay swings more than almost any other role based on quota attainment, so two people with the same job title can end the year tens of thousands of euros apart.
Build Your CVCareer Path
Career Progression & Salary
Typical salary ranges at each career stage.
Junior / Entry-Level Sales Representative
€26K – €34K
Hitting 70-80% of quota for two consecutive quarters typically unlocks full quota ownership and a larger territory.
Sales Representative
€36K – €47K
Hitting 100%+ of quota for three or more consecutive quarters is usually the trigger for a base salary increase or a better commission tier.
Senior Sales Representative
€50K – €63K
Owning a full book of key accounts and mentoring newer reps typically opens the door to a senior title and higher commission accelerators.
Senior Sales Representative (Top Performer)
€64K – €77K
Landing in the top 10-15% of the sales team for two straight years is usually what earns an interview for account executive or team lead roles.
Key Factors
Factors That Affect Salary
Quota attainment
High impactCommission is directly tied to hitting or exceeding quota, so a rep at 130% attainment can out-earn a colleague on the same base salary at 80% attainment by €15K or more in a single year.
Industry vertical (retail vs. B2B vs. SaaS)
High impactSaaS and enterprise B2B reps typically see the highest OTE because contract values are larger, while retail and consumer sales reps earn lower commission per transaction but more predictable volume.
Inside sales vs. field sales
Medium impactField sales reps who travel to meet clients in person often carry higher base salaries and expense allowances, while inside sales reps rely more on call and email volume and commission per closed deal.
Base/commission split ratio
High impactA 70/30 base-to-commission split feels safer but caps upside, while a 50/50 or 40/60 split raises both risk and ceiling — candidates should compare the split, not just the headline OTE number.
Company size and deal complexity
Medium impactReps selling higher-value, longer-cycle deals at larger companies typically earn more per closed deal, but also face a longer ramp-up period before hitting full quota.
Negotiation
Salary Negotiation Tips
Ask for the full commission plan document, not just the OTE headline number, including accelerator tiers, caps, and clawback clauses.
Request the average and median attainment percentage for the team over the last four quarters — a role advertised at a high OTE means little if most reps only hit 60% of quota.
If the base salary is below your target, negotiate a guaranteed ramp-up draw for the first 90 days while your pipeline is still building.
Push for uncapped commission rather than a capped structure whenever possible, since caps quietly limit your best-case earnings.
Ask about the quality of the territory or account list you'd inherit — an under-resourced or previously-worked territory can suppress commission regardless of effort.
Get any negotiated base salary increase or commission tier change confirmed in writing in the offer letter, not just discussed verbally.
Industry Comparison
Sales Representative is the entry point on the sales career ladder, and pay reflects that: total OTE typically runs well below an Account Executive, who closes larger or more complex deals for meaningfully higher OTE, and further below a Sales Manager, who adds team quota and overrides on top of personal targets. The realistic path is Sales Representative to Account Executive to Sales Manager, with each step raising both the base salary and the commission ceiling.
FAQ
Frequently Asked Questions
It's almost always OTE (On-Target Earnings) — base salary plus commission at 100% quota attainment — not a guaranteed number. Always ask specifically what the base salary is, since that's the only portion you're guaranteed regardless of performance.
You still receive your base salary, but commission drops proportionally, or to zero depending on the plan, which is why base salary — not OTE — is the figure to budget against.
Yes — SaaS and B2B tech sales typically offer the highest OTE due to larger contract values, while retail and transactional consumer sales usually pay lower commission per sale but with steadier volume.
Most reps who consistently exceed quota make that move in roughly 2-4 years, though it varies by company size and how quickly they build a track record of over-attainment.
Field sales roles often carry a higher base salary and travel allowances to offset time spent visiting clients, while inside sales roles typically offer a leaner base but faster deal cycles and higher call volume.
Base salary first, since it's the guaranteed portion of your pay, then negotiate the commission plan details such as accelerators, caps, and ramp period once the base is settled.
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