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How do I determine compensation for a commissioned position?

Learn how Wizehire Scout helps you choose the right compensation range to attract top talent for commissioned sales roles.

Tamalyn Holcomb avatar
Written by Tamalyn Holcomb
Updated over a week ago

Setting compensation for a commissioned role can be a challenge—but getting it right is key to attracting qualified candidates.

That’s where Wizehire Scout comes in.

Scout analyzes compensation data from similar roles in your industry and location to help you confidently choose a competitive, realistic range when creating or editing a job post. This insight appears right where you need it—during the job creation flow.


💡 Tips for Setting Commission-Based Pay

While it's tempting to list a wide range like "$30,000–$100,000", this can actually hurt your apply rate. Why? Applicants often assume the lower end is more likely and may skip the opportunity altogether.

Instead, focus on realistic first-year earning potential:

  • Use phrasing like "$100,000+ at plan, commission"

  • “At plan” means the expected earnings if the rep hits their quota—not guaranteed base pay

This tells candidates what success looks like and sets clear expectations without overpromising.

Example recommendation in ad creation:


🤔 Still Unsure?

Click the chat bubble in the bottom right to connect with a Wizehire Coach. We’re here to help you fine-tune your comp strategy and bring in the right talent.

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