Where our sales pay numbers come from

• Each company's careers system is checked every hour. From the roles that state pay we take the figure as written (base salary, and OTE where the posting gives one) on a yearly scale, then work out a median and a typical range. Typical pay is from the 25th percentile of the midpoints of posted ranges (each counted as yearly pay, a rate per hour at 2,080 hours) to the 90th percentile of their top ends, so senior closing and leadership seats count beside the first-year ones, and the rule never changes from one range to the next: the whole board, one company, one kind of sales work, one company’s roles of one kind, or your own search. Click any pay figure and you get the roles behind it, and that list shows the same figure.
• A role reposted for several cities, or relisted week after week, counts once: we count distinct posted salaries, never the copies, so a company that floods its board with one req cannot drag the median. The number of salaries behind a figure and the number of open roles are separate counts, and we never print one in place of the other.
• Lines like “earn up to $X” are left out: a ceiling is a pitch, not a paycheck. When a company's postings give only ceilings, it gets no live median, and its page says so instead of passing the ceiling off as what its reps typically make.
• A figure earns the name “market rate” only when it draws on several employers and enough postings. Pay from a single company is that company's own pay range, shown under its name, and is never presented as the going rate for a whole kind of sales work.

Job seekers never pay to use this board. An Apply button opens the employer's own application page; only where a company pays us for a hire who came from here does that link carry our referral code, and the fee comes from the employer, never out of the base or OTE it offers you.

Here is exactly what a referral arrangement can and cannot change. It never touches a fact: a salary and its confidence label are worked out the same way whether or not a company pays us, and the two sorts you pick yourself, top pay and most recent, order roles by the figure and the date alone, with no referral input.

Where we have referral arrangements with companies, the home page can show them in a featured list, ordered by what a visit we send is worth to us (how often the people we send are hired there, times the fee), learned from each company's own referral records and kept current as they change, with a note right under the list saying we may be paid when you apply through it. The home page's company filter and its list of companies hiring now follow the single company order explained below, and the referral note on that page covers both.

Every other company list on the site works from that same order: the directory's groups, the companies hiring for one kind of sales work, one industry or one country, the alternatives to a company and the rivals it is compared with, the companies named on our how-it-works page, the interview practice list, and the companies your workspace suggests. Each is sorted by what applying there is worth (explained below), multiplied by one plus a referral boost for companies we have a referral arrangement with: 20% for the one whose visits are worth least to us, rising in proportion to 100% for the one worth most. A referral lifts a company; it never puts one first regardless of its worth. There is no boost while a company cannot credit anyone new (its referral limit is full), when you already work there, or once it has stopped hiring. Companies of equal worth keep the list's own order (where a list shows each company's open roles, that count), and any sentence about which companies list the most roles names them by their roles alone. In lists of roles, the similar roles on a job's page included, a referral company's roles get their boost inside the single figure every role list is sorted by (below). Two things never carry referral input: the pay figures, and the top-pay and most-recent sorts.

Roles are sorted everywhere by a single number, whether you are looking at the main board, AI search and your matches, a company's openings, a kind of sales work, a country, an industry, the roles shown beside another role, or the roles inside our emails and messages. Four things multiply into it: the odds the role suits you, the pull it has on the people who see it, how crowded it already is, and one plus the referral boost of a company we have a referral arrangement with. How likely it suits you is our AI check's verdict where it has checked the role for you (a strong or possible match counts as a fit, an unlikely one does not); otherwise it is the chance a model reads from how close the role sits to your profile, fitted on every check our AI has run. A list made for nobody in particular counts every role equally here. How strongly people apply to a role is its apply clicks per time it was actually seen (a role counts as seen once at least half of it has been on screen for a second), leaning on the roles nearest to it in meaning while it has had little attention, so a role rises and falls with what people do when they see it, never with its age or the slot a list gave it. A sales req usually has one seat, or a few, so how crowded a role is counts how many of our visitors have already applied and how much that cuts the next applicant's odds: the chance of being hired with that many people ahead, divided by the chance with nobody ahead, measured from applications whose outcome people reported to us, for each company leaning on the average company while its outcomes are few. A role nobody has applied to yet counts in full, and a similar role with fewer people ahead moves up, so applicants spread toward the seats where each has the better shot. The referral boost runs from 20% to 100%, by what a visit to that company is worth to us, and is zero while the company cannot credit anyone new, for a company you already work for, and for any company with no referral arrangement. A referral company's role therefore weighs more, but a role that suits you better, or one people want far more, still comes first, and referral roles sit wherever the figure puts them. When a role really does pay above the market, it carries that fact (“Top-tier pay” when it sits in the top quarter of what open roles pay, “Above-typical pay” when it beats the typical role), measured from the same posted salaries as the rest of the site, so the emphasis rests on something true about the role rather than a badge. Sort by Highest pay or Newest and roles rank by the figure or the date first.

Search in your own words (say, “mid-market AE, remote, fintech”) or paste your LinkedIn profile, and an AI model works out what you are after. A role is matched if the odds it suits you are better than even, or if a word you typed sits in its title. Matched roles lead and the rest follow, all in the same number; switch to Newest or Top pay and matched roles sort by date or pay before anything else.

For the roles similar to one you are viewing, the number stays the same and only the fit changes meaning: it becomes the chance that a person suited to the first role is suited to this one, from a model fitted on every pair of roles our AI check has judged for one person (how alike the two are in meaning, the field and language their titles name, the kind of sales work and the company). As in AI search, the roles more likely to suit than not come first, each in the figure, then the rest, so a role in heavy demand never jumps ahead of a closer fit. That ordering covers the list on a role's page, the open roles shown beside a role that has closed, the roles at referral companies in a role's summary and under the roles of a company with no referral arrangement, and “Similar roles hiring now”, a small card shown once you apply. The card offers up to three similar roles at referral companies, never at the company you just applied to, open where you are and never one you were already shown. If you are signed in, the email that follows an Apply click lists those same roles under your next step, minus any role our AI check judged an unlikely fit and any referral company you already work with.

Opening a role shows a quick summary first, with the pay, the locations it is open in, the first lines of the description and a note on the employer. With a free profile, an AI model also reads the role against your background and tells you whether you are a strong, possible or unlikely match, and why. A role at a referral company shows its apply link right away. For a role at a company with no referral arrangement, the apply link comes with your free profile: set one up (your LinkedIn link, your CV or a line about your sales background, plus an email and a password) and the link appears. Beside such a role the summary lists up to three of the closest roles at referral companies that you can apply to straight away, open where you are, with their pay; once it has checked them for you, the ones that suit you come first.

The same number picks the roles in everything we send: new-role alerts, the roles our assistant recommends, and the Telegram channel with its alerts. The weekly roles email and the welcome email list roles first posted this week, in that figure, since what they promise is what is new. An invitation to refer a colleague lists roles at companies that pay us a referral fee, the ones that would pay you most for the referral first. Each of these says so. Services that read our listings from outside the site, inside an AI assistant or an app directory (our MCP server and the jobs API), receive a neutral order, as those directories require.

Wherever referral status changes an order, this disclosure is on the page, and every link takes you to the company under its own terms.