How to Hire Commission Only Sales Closers (2024)

As a business owner or hiring manager, it can be challenging to find the right sales professionals to drive revenue growth.

With so many candidates to evaluate, it can be difficult to determine who has the skills and experience necessary to close deals and generate revenue.

One solution to this challenge is to consider hiring commission-only sales closers – individuals who work solely on commission and are motivated to succeed by their results.

However, hiring commission-only salespeople presents its own set of challenges.

It requires careful selection and management to ensure that the right individuals are chosen and that their performance is appropriately evaluated.

In this blog post, we’ll explore some of the key aspects you need to consider when hiring commission-only sales closers, including how to identify the right individuals, how to manage their performance, and how to compensate them fairly for their efforts.

By following these steps, you can build a successful team of commission-only sales closers who will drive revenue growth for your organization while minimizing your costs and overheads.

1. Define what you’re looking for in a commission-only sales closer

Defining what you’re looking for in a commission-only sales closer is crucial to finding the right fit for your business.

A commission-only sales closer is typically a self-motivated individual who earns a commission on successful sales.

When hiring a sales closer, it’s important to specify your expectations for their role, including targets and commission rates.

Additionally, consider outlining the sales process and the types of products or services the closer will be selling.

This will help ensure that candidates understand the expectations and can determine whether they are a good fit for the position.

Overall, taking the time to clearly define what you’re looking for in a commission-only sales closer will help attract the right candidates and set them up for success in your organization.

2. Identify your target audience and where to find them

Hiring commission-only sales closers can greatly benefit your business, as they can help increase revenue without increasing overhead costs.

However, in order for them to be successful, it’s important to identify your target audience and know where to find them.

This involves comprehensive market research to better understand your ideal consumers and their interests, behaviors, and demographics.

Once you have a clear understanding of your target audience, you can then pinpoint where they are likely to spend their time and how to effectively reach out to them.

This can include leveraging online platforms, social media, industry events, and other strategic marketing tactics.

The key is to invest time and resources into understanding your target audience and creating a comprehensive sales strategy that aligns with their needs and preferences.

With effective targeting and outreach, commission-only sales closers have the potential to drive significant growth for your business.

3. Develop a clear commission structure and sales goals

If you’re looking to hire commission only sales closers, it’s important to develop a clear commission structure and sales goals to ensure success for both parties.

A commission structure should clearly outline how much commission the sales closer will receive for each sale or closed deal.

This will not only motivate the sales closer but also give them a clear understanding of their earning potential.

In addition to this, developing clear sales goals will also provide the sales closer with a target to work towards and give them a clear idea of how many sales they need to make in order to achieve their goals.

This will help them stay focused and motivated to consistently perform at their best.

Overall, having a clear commission structure and sales goals will help ensure a successful working relationship between you and your commission only sales closers.

4. Create a compelling job description and sales pitch

One essential step in hiring commission-only sales closers is creating a compelling job description and sales pitch.

This will help you attract the right candidates and set the right expectations for the role.

To begin, start by defining the role clearly and outlining the qualifications and skills required.

Highlight the benefits of the role, such as high earning potential and flexible hours, and emphasize the independence and autonomy that comes with the position.

Consider using specific keywords and phrases that will appeal to sales closers, such as “uncapped commissions” and “proven track record of success.”

Finally, make sure to address any potential concerns or objections candidates may have, such as the lack of a base salary, and offer solutions or alternative benefits to alleviate these concerns.

By taking the time to create a compelling job description and sales pitch, you will attract top talent and set your sales closers up for success.

5. Screen candidates for relevant experience and skills

When looking for commission only sales closers, it is important to screen candidates for relevant experience and skills.

This involves assessing their past sales roles, the results they have achieved, and the skills they possess that are relevant to the position you are hiring for.

Look for candidates who have a track record of success in closing deals, as well as those who are able to work under pressure and meet ambitious sales targets.

Other important skills to look for include excellent communication and negotiation skills, as well as the ability to build strong relationships with clients.

By carefully screening candidates for these key attributes, you can ensure that your commission only sales closers have the skills, experience, and track record necessary to succeed in this challenging role.

6. Use role-play scenarios to assess sales ability

When you’re looking to hire commission-only sales closers, it’s essential to know that they have the skills to excel in the role.

One effective way of evaluating their sales ability is to use role-play scenarios during the hiring process.

Provide the candidate with a challenging sales scenario that they might encounter in their role and let them demonstrate how they would handle it.

This approach allows you to see firsthand how they communicate, negotiate and persuade in a sales setting.

You can also assess their ability to think on their feet, their product knowledge, and their level of competitiveness.

By using such scenarios, you can better understand how the sales closers would deal with real-world situations, and it can give you a strong indication of their potential success in the role.

7. Provide adequate training and support to ensure success

When hiring commission-only sales closers, one key aspect to consider is ensuring that they receive adequate training and support to ensure success.

Without proper training your sales closers, it is unlikely that they will be able to effectively sell your products or services, resulting in lower revenue and overall success.

Providing your sales team with frequent training opportunities will not only help them better understand your products or services, but it will also give them the tools and knowledge they need to address potential customer concerns and close deals.

Additionally, offering ongoing support and feedback can improve morale and help your sales team stay motivated, ultimately leading to a more successful and productive workforce.

As such, it is crucial to make training and support essential components of your sales closer recruitment and retention strategy.

8. Evaluate performance regularly and adjust strategies if necessary

Evaluating the performance of your sales closers is critical to the success of your commission-only sales model.

It’s essential to review their sales numbers regularly and analyze their performance to identify patterns, obstacles and opportunities.

Without constant monitoring, it’s impossible to ascertain the effectiveness of your sales strategies, the competence of your sales closers or how to improve your sales programs.

Evaluating your sales closers’ performance provides a clear picture of what is working, what is not, and how your strategies can be adjusted to achieve your goals.

This process ensures that your sales team stays on target and that sales goals are met or exceeded consistently.

When done regularly, evaluations foster a culture of accountability and goal orientation, establishing a framework for continuous improvement that benefits both the sales closers and the organization as a whole.

FAQ on Hiring Commission Only Sales Closers

Here are some steps to follow when hiring commission-only sales reps:

  1. Define the job requirements: Determine the type of experience and skills you are looking for in a sales rep. Make a list of the qualities and qualifications you want in a candidate.
  2. Advertise the job: Post the job opening on job boards, social media, and your company website. Be clear about the commission structure and expectations.
  3. Screen candidates: Review resumes and cover letters, and conduct phone or video interviews to narrow down the pool of candidates.
  4. Conduct in-person interviews: Invite the most qualified candidates for an in-person interview. Ask about their sales experience and their ability to work on commission.
  5. Provide training and support: Once you have hired your sales reps, you need to provide in-depth training and follow up to make sure they get the support they need.

Building a commission-based sales team requires a strategic approach that involves the following steps:

  1. Define your sales goals and objectives: Determine what you want to achieve with your sales team, including revenue targets and other key performance indicators (KPIs).
  2. Identify the right candidates: Look for individuals who have a proven track record in sales and are motivated by commissions. Conduct interviews, assess skills and experience, and perform background checks.
  3. Provide training and support: Invest in training and development programs for your sales team to help them improve their selling skills and product knowledge. Provide ongoing support to help them achieve their sales targets.
  4. Set fair and competitive commission rates: Determine commission rates that are competitive with industry standards and motivate your sales team to hit their revenue goals.

A commission based sales representative is a person who sells products or services and earns a percentage of the sale as their compensation. Their earnings are directly tied to the sales they generate, and they often work on a freelance or contract basis. The more sales they make, the more money they earn.

There is no fixed commission-only rate that can be considered “good” as it depends on various factors like industry, product/service, sales volume, etc. However, typically commission-only rates range from 5% to 20% of the sales value, with higher rates being offered for more specialized or complex products/services. Ultimately, the rate should be fair and competitive enough to motivate the salesperson to achieve their targets while also providing a profitable return to the business.

Commission-only sales jobs can have their advantages and disadvantages. On the one hand, they can offer high earning potential for those who are motivated and skilled at selling. On the other hand, there is no guaranteed income or stability, and it can be difficult to consistently make sales. Additionally, some commission-only sales jobs may have high pressure and aggressive sales tactics, which may not be suitable for everyone. Ultimately, whether or not commission-only sales jobs are good depends on individual goals, preferences, and circumstances.

The 3 types of commission are:

  1. Percentage commission – a set percentage of the total sale amount earned by the salesperson as commission.
  2. Fixed commission – a fixed amount of money earned by the salesperson for every sale made.
  3. Variable commission – a commission structure that varies based on factors such as sales volume, profit margin, or specific product categories.

Commission-only jobs are those where you only make money when you sell something. This can be a great way to earn a high income, but it also comes with a lot of risk.

Pros of commission-only jobs:

  • Unlimited earning potential: If you’re a good salesperson, you can make a lot of money in a commission-only job. There’s no cap on how much you can earn, so it’s all up to you.
  • Flexibility: Commission-only jobs often offer more flexibility than salaried jobs. You may be able to set your own hours and work from home.
  • Control over your income: Your income is directly tied to your sales performance. This means that you have complete control over how much money you make.

Cons of commission-only jobs:

  • Unstable income: Your income can fluctuate greatly from month to month. If you don’t sell much, you won’t make much money.
  • No benefits: Commission-only jobs often don’t offer benefits like health insurance, paid time off, and retirement savings plans.
  • Pressure to perform: There can be a lot of pressure to perform in a commission-only job. If you’re not selling, you’re not making money.

Is a commission-only job right for you?

Whether or not a commission-only job is right for you depends on your individual circumstances and risk tolerance. If you’re looking for a job where you have the potential to earn a high income and have a lot of flexibility, then a commission-only job may be a good option. However, it’s important to be aware of the risks involved, such as the potential for unstable income and no benefits.

Here are some things to consider when deciding if a commission-only job is right for you:

  • Your financial situation: Can you afford to go a month or two without a paycheck?
  • Your risk tolerance: Are you comfortable with the risk of fluctuating income?
  • Your sales skills: Do you have the skills and experience necessary to be successful in a sales role?
  • Your goals: What are your short-term and long-term career goals?

If you’re not sure whether or not a commission-only job is right for you, it’s a good idea to talk to other people who have worked in commission-only roles. You can also ask your potential employer questions about the commission structure, the sales training they offer, and the benefits that are available.

Final Thoughts on Hiring Commission Only Sales Closers

In conclusion, hiring commission-only sales closers can be a cost-effective way to increase your sales revenue.

However, finding and hiring the right candidates can be a challenging process.

By following the tips outlined in this post, including targeting the right job boards, conducting thorough interviews, and setting clear expectations and goals, you can build a team of successful commission-only sales closers who will drive significant profits for your business.

Remember, hiring the best sales closers requires careful consideration and diligence, but the payoff can be significant for your organization’s bottom line.

Share this guide.

Join the discussion.

Inline Feedbacks
View all comments
✨ Free Cold Email Course

The secrets to cold email.

Get results with cold email and LinkedIn faster. It’s free.

Join our free 7-day cold email bootcamp and shortcut the process.

Everything you need to get started with cold email and outbound lead generation. 100% free.


Take the next step with the Master B2B Sales course.

Learn everything you need to get from a no-brainer offer to consistent closed deals

7-Day Free Trial

Give it a try for free. 100% risk-free.

Get access to 200 million+ business emails & phone numbers. Automate your cold email and LinkedIn lead generation.

❗️No credit card required