What does a real sales income look like? Here's how to think about the math—without getting locked into specifics that vary widely by role, region, and industry.
It's Math, Not Luck
Every income level has a formula. Once you understand the math, you can plan your path. But the specific numbers depend on your industry, company, role, and region.
Base + Commission (W-2 Roles)
Most B2B and many B2C roles offer a base salary plus commission. Entry-level positions typically lean heavier on base with smaller commission percentages. As you advance, the commission portion grows—and so does the upside.
Commission-Heavy or Commission-Only (1099 / B2C)
Some roles offer little or no base salary and rely almost entirely on commission. This means higher earning potential but more income variability. Plan your finances around the floor, not the ceiling.
Months 1–3: Learning phase. You're absorbing product knowledge, processes, and systems. Income is primarily base salary. First small wins start showing up.
Months 4–12: Building confidence and consistency. Your pipeline starts maturing. Commission checks become more regular.
Year 2: Hitting stride. Larger deals, stronger relationships, repeat clients. Your income starts reflecting your effort from the previous year.
Year 3+: Senior territory. Enterprise deals, leadership opportunities, or expanded accounts. The compounding effect of relationships and reputation is real.
The Truth:
Income in sales varies widely by role, industry, region, and effort. What stays consistent is the pattern: early months are about learning, middle months are about building, and the real growth compounds over time. It's not overnight, but it's a clear, achievable path.
The income pattern above is the general shape, but each path has a different rhythm. Understanding the difference helps you choose the right starting point.
Slower Build, Larger Deals, Compounding Growth
B2B typically offers base salary stability from day one. Sales cycles are longer (weeks to months), but deal sizes are larger. Income growth is steady and compounds as your client relationships deepen and your pipeline matures.
Key advantage: Base salary protects you during slow months. Benefits included. Great for people who need a financial floor.
Faster Income, Higher Ceiling, More Volatile Month-to-Month
B2C income ramps faster because the feedback loop is shorter—same-day to same-week decisions. But it's less predictable. Great months can far exceed expectations, while slow months require resilience. The key is consistent daily activity.
Key difference from B2B: income grows faster but is less predictable. Plan your finances for the floor, not the ceiling.
No Ceiling—But the Floor Is on You
Independent/1099 sales means no base salary and no benefits, but also no income ceiling. The early months are the hardest—you're building a pipeline from scratch. Once referrals and repeat business start flowing, the compounding effect can be significant. High-ticket closer roles within this path can ramp faster than other 1099 models.
Important: The 1099 path requires financial runway and self-discipline. It's often where people grow into, not where they start.
Every number above assumes something that most people skip past: consistency. Not talent. Not luck. Not perfect timing. Consistency—showing up and doing the work even when it's not paying off yet.
The uncomfortable math of sales income:
The people who hit Year 2 numbers in Year 1:
They worked the CRM every single day. They made the follow-up calls they were dreading. They asked for feedback after every loss. They treated early months as tuition, not failure.
The people who hit the numbers on the expected timeline:
They were consistent but cautious. They took the training seriously. They improved steadily. They gave themselves permission to take longer—and that was fine.
The people who quit before the numbers came:
They stopped at month 3 or 4 when income felt slow. They didn't realize they were inside the pipeline gap—the period where work is happening but income hasn't caught up yet. They left right before the compounding started.
What these numbers meant for my actual life:
I went from piecing together shifts in retail to having a salary with commission on top. The first time I hit a real commission month, I almost didn’t believe it. Not because it was impossible—because nobody had ever told me this kind of income was available to someone like me.
And it wasn’t just about the number. It was about what the number meant: stability. Breathing room. Being able to say yes to things without calculating if I could afford them. That’s what this career path gives you.
The numbers in this module aren’t promises. They’re real ranges from real roles. Your number depends on your lane, your industry, your effort, and how long you stay consistent. But the path is there. And it starts the moment you decide to take the first step.
One of the most frustrating things about researching sales income is that most advice is either "you’ll make six figures immediately!" (unrealistic) or so vague it’s useless. Here’s a realistic year-by-year picture of what income progression actually looks like—the honest version, with the slow parts included.
The Foundation Year
This is your learning year. Months 1-3 are absorption: product knowledge, CRM skills, call confidence, understanding your market. Months 4-6 are where you start seeing consistent activity translate to consistent results. Months 7-12 are where momentum builds—your pipeline starts maturing and your close rate improves noticeably.
What to expect: In B2B with a base salary, you’re earning from day one. Commission starts adding up around months 4-6. In B2C or 1099, the first 3 months may feel slow as your skills ramp. By end of year 1, your total income should be meaningfully higher than where you started.
The Acceleration Year
This is where the compounding effect becomes visible. You know your product deeply. Your pipeline is established. Repeat customers and referrals start supplementing new business. Your close rate is materially better than year one. In B2B, you may be promoted from SDR to AE, which unlocks higher commission potential. In B2C and 1099, your efficiency increases—same hours, more revenue.
Year 2 is typically where income jumps 30-60% over year 1. Not because you’re working harder, but because your skills have compounded and your reputation is building.
The Leverage Year
By year 3, you’re no longer a beginner in any sense. You have a track record, client relationships, and industry knowledge that new reps don’t. You can negotiate better compensation packages, pursue larger deals, or transition to more lucrative roles. This is also when 1099 paths become more viable for those who started W-2, because you now have proof of concept.
Year 3 is when career options multiply. You can go deeper (enterprise sales), wider (new industry), up (management), or independent (1099/consulting). Your skills are now highly marketable.
The Compounding Years
This is where the career becomes genuinely transformative. Senior sales roles, leadership positions, or high-earning independent paths are all realistic. Your network refers business to you without you asking. Your expertise commands premium positioning. The relationship capital you’ve built starts paying dividends that don’t require proportionally more work.
Women who stay consistent through years 1-3 and reach this stage often say the same thing: "I can’t believe this is my life." The income, the flexibility, the confidence—it all compounds. But it requires getting through the early years first.
Before you evaluate any sales role, you need to understand how compensation actually works. These terms show up in every job posting, and understanding them lets you compare offers accurately instead of getting distracted by the biggest number on the page.
Base + Commission (Most Common in B2B)
You receive a guaranteed salary (base) plus a percentage of the deals you close (commission). The split varies widely: entry-level might be 70% base / 30% commission; senior roles might be 50/50 or even 40/60. A higher commission percentage means more upside but more income variability.
Example: $50K base + $50K commission target = $100K OTE. You’re guaranteed $50K and can earn up to $100K+ if you hit or exceed quota.
OTE (On-Target Earnings)
This is what a company says you’ll earn if you hit 100% of your quota. It combines base salary and expected commission. Important: OTE is not guaranteed. It’s a target. Some people exceed it; some fall short. When evaluating an offer, focus on the base salary (what’s guaranteed) and understand what achieving OTE actually requires in terms of quota.
Always ask: "What percentage of the team hits OTE?" If the answer is less than 50%, the OTE may be unrealistically high.
Commission-Only (Common in B2C and 1099)
No base salary. You earn a percentage of every sale you close, and that’s your entire income. Commission rates are typically higher to compensate for the lack of a base (10-40% depending on the product). The upside is unlimited; the downside is zero income in a slow month. This structure rewards top performers and punishes inconsistency.
If you’re considering a commission-only role, have at least 2-3 months of living expenses saved before starting.
Accelerators and Kickers
Many comp plans include accelerators: once you hit 100% of quota, your commission rate increases for everything above that. For example, your normal rate might be 8% commission, but after hitting quota it jumps to 12% or 15%. This is where top performers make dramatically more than average performers—the math above quota compounds fast.
Accelerators are why the gap between good and great in sales is so large. The best month of a great rep can equal 3 months of a good rep.
Here’s something most people don’t realize: sales compensation is often negotiable, especially at smaller companies and for experienced candidates. Even for entry-level roles, there are things worth asking about. Here’s what to look for and what to ask.
What to Ask
"What percentage of reps hit OTE last year?" (Tells you if the target is realistic)
"Is there a ramp period? What does my quota look like in months 1-3?" (Most good companies give you a reduced quota while learning)
"Are there accelerators above quota?" (This tells you about the upside)
"How are territories assigned and protected?" (Prevents overlap and unfair competition internally)
"Is there a draw or guarantee during the ramp?" (Some companies advance commission against future earnings)
Red Flags in Comp Plans
Quota that less than 30% of the team hits (the target may be unrealistic)
Commission caps (a hard limit on how much you can earn—removes the incentive to overperform)
Frequent comp plan changes (some companies redesign plans to reduce payouts after reps start earning well)
No written comp plan document (if they won’t put it in writing, they can change it anytime)
Clawback clauses with no time limit (some companies reclaim commission if a client cancels even a year later)
Income looks different on each path. Click your path to see the specific income patterns and what to expect.
B2B income is the most predictable of the three paths because of the base salary component. Entry-level SDR/BDR roles offer a foundation you can count on while you learn. As you promote to AE and then senior roles, the commission portion grows significantly—but the base ensures you’re never at zero.
The income curve in B2B looks like a steady upward slope rather than a hockey stick. Year 1 builds the foundation. Year 2 sees meaningful commission growth. Years 3-5 open doors to senior roles, enterprise deals, and leadership positions that can dramatically increase total compensation.
B2B also comes with benefits (health insurance, 401K, PTO) that have real dollar value. When comparing B2B to 1099 income, remember to add $15,000-$25,000 in benefits value to the B2B number for a true comparison.
Before you move on, let’s make sure the key concepts really clicked. Answer all questions correctly to unlock the next lesson.
1. What does OTE (On-Target Earnings) represent?
2. What are "accelerators" in a sales compensation plan?
3. Why do people often quit sales between months 3-4?
4. When comparing a 1099 income of $10,000/month to a W-2 salary, what should you account for?
5. Which question should you ALWAYS ask when evaluating a sales compensation package?
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