Let’s start with a bold claim: the best salespeople don’t care much about their base salary. In fact, the most driven, results-focused sales professionals often prefer a leaner base paired with a strong commission structure—because that’s where the real earning power lies.
It’s a controversial idea, especially in today’s job market, where compensation transparency, work-life balance, and guaranteed income are hot topics. But in high-performance sales environments, it’s worth asking: should top-tier sales talent be comfortable, even eager, to put more of their income at risk in return for higher rewards?
Let’s explore why that might not only be true, but healthy for individuals, teams, and business growth.
Sales: Still the Ultimate Performance-Based Career
Sales is one of the few professions where the link between effort, impact, and earnings is both visible and immediate. If you’re good (really good), you don’t just meet targets, you exceed them. And in doing so, you drive revenue, secure customer loyalty, and contribute directly to the success of the business.
That’s why commission exists. It’s not a bonus. It’s a stake.
For high performers, commission isn’t a carrot – it’s proof. It’s a scoreboard, a motivator, and for many, a matter of personal pride. A salesperson who genuinely believes in their ability to deliver should view commission not as “at-risk” income but as earned income.
A Lower Base, a Bigger Opportunity
It’s not about underpaying people, it’s about aligning incentives. A leaner base paired with an aggressive, uncapped commission plan sends a clear message: we back you to succeed, and we’ll pay you accordingly.
In practice, this creates an environment where:
- Ownership increases: When more of your income is tied to performance, you operate with a sharper focus and greater urgency.
- Drive becomes visible: High-earning potential weeds out those looking for comfort, and rewards those hungry to win.
- Earnings become unlimited: Top salespeople aren’t looking for a safe monthly salary. They want the chance to earn as much as they can, without artificial caps or bureaucracy.
This structure also helps businesses attract the right talent – those who are confident in their ability to sell, not just turn up.
Why Top Salespeople Prefer It This Way
The best salespeople know what they’re worth. But they’re also pragmatic. They know that the fastest way to earn £200K+ in a single year isn’t through a bloated base salary—it’s through commission.
These are professionals who have track records, relationships, and results to back them up. They don’t want to be seen as a cost centre – they want to be seen as an investment.
They also know that in a leaner base, there’s often more flexibility, agility, and upside. Hiring managers are more open to negotiating accelerators, reward structures, and back-end bonuses when the monthly fixed cost is lower.
And most importantly, they trust themselves. If they hit the target, they’ll make more than they ever could on a safer package.
Common Pushbacks—and Why They Miss the Point
Of course, not every salesperson feels this way. Some will say that high risk discourages good candidates. Others will point out that a lower base can undermine job security or make it harder to get mortgages. Fair points.
But this isn’t about making commission. It’s about asking the right question when hiring:
“Does this person believe in themselves enough to tie their earnings to their outcomes?”
If the answer is no, they might still be a good hire – but maybe not for a high-growth, hunter-style role. If the answer is yes, you’re likely speaking to someone who’s focused, accountable, and already thinking about how they’ll exceed expectations.
What This Means for Hiring Managers
When hiring, don’t shy away from performance-weighted compensation. Instead, frame it as a benefit.
Let candidates know:
- There’s upside.
- You’ll invest in their success.
- The structure is designed to reward delivery, not just tenure.
And be honest—those who are truly built for sales will lean in, not lean back.
Final Thought
The best salespeople don’t just accept risk – they monetise it. They see commission not as a gamble, but as a guarantee: if they deliver, they’ll be rewarded. That’s the mindset that builds high-performing teams and fuels serious growth.
So next time a candidate pushes hard for a higher base, ask yourself, are they focused on what they can earn, or what they can secure? The answer might tell you everything you need to know. Want to attract performance-driven sales talent? Build compensation plans that reward results, not comfort. As an employer, be prepared to guarantee payment of earned commissions and to prove that targets are realistic and obtainable.
Do you agree? Share your thoughts!