Sales pay has more moving parts than most jobs. Once you understand four words, job posts make a lot more sense.
The four words
- Base salary: the fixed part. You get it no matter what.
- Variable (commission): the part that depends on results.
- OTE (on-target earnings): base plus the commission you'd earn at exactly 100% of quota.
- Quota: the target. For SDRs, usually meetings or opportunities; for AEs, revenue.
A real example
An SDR job lists "$60k base, $85k OTE". That means:
- $60k is guaranteed.
- $25k is variable, paid monthly or quarterly as you hit your number.
- Hit 100% of quota and you earn $85k. Hit 80% and you earn about $80k. Hit 130% and you might earn $95k or more, especially with accelerators.
Example only. Plans differ: some cap commission, many pay more above 100% (accelerators).
The split
The base-to-variable split tells you how much risk you're taking.
- SDRs: often 70/30 (70% base, 30% variable).
- AEs: often 50/50.
- Sales engineers and CSMs: usually more base, often 80/20 or higher.
Ramp
Your first few months usually come with a reduced quota while you learn. A typical SDR ramp is 2–3 months. Some companies guarantee part of your commission during ramp.
Questions to ask before you say yes
You can ask these in an interview without sounding pushy, and an insider can answer them even more honestly:
- What percentage of the team hit quota last year?
- Is the quota per month or per quarter?
- How is a "qualified meeting" defined, and who decides?
- Is commission capped? Are there accelerators?
- How long is ramp, and is anything guaranteed during it?
- How long do SDRs usually take to get promoted, and what does the AE OTE look like?
If most of the team hits quota, the OTE is real. If almost nobody does, it's a wish.
Where to see real numbers
Every job page here shows the pay when the company publishes it (many states now require it). Look for "Pay" in the "At a glance" box.