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Zipline salaries, 1 Nov 2026

How much Zipline pays its sales hires

Across the 12 Zipline openings that post a salary on 1 Nov 2026, the typical band is $99.6k–$243k/yr and the midpoint $140k/yr. The lowest figure posted is $52k/yr; the highest, $300k/yr.

Based on 12 distinct posted pay ranges, at this company, every range put on a yearly basis (a rate per hour × 2,080 hours). 12 of the 24 openings here list no pay.

Salaries read off its careers board 1 Nov 2026, 13:09 UTC24 Zipline openings

Zipline pay by sales role

One row per sales role Zipline is hiring for, set beside what that role posts at every other company here, so a strong number stands out from an ordinary one. Typical means 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. Click a figure for the openings behind it.

Top-paying sales seats at Zipline today

All Zipline openings, sorted by pay

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.

How Zipline structures pay

Field sellers earn base plus variable on a 50/50 split with monthly quotas, commercial leaders get starting cash with equity, and the Houston field seats start as contracts with a path to full-time employment.

Questions about pay at Zipline

What does Zipline pay its salespeople?

Across the 12 Zipline openings that post a salary on 1 Nov 2026, the typical band is $99.6k–$243k/yr and the midpoint $140k/yr. The lowest figure posted is $52k/yr; the highest, $300k/yr.

Which Zipline sales opening pays the most?

On 1 Nov 2026 it is Enterprise Account Director, GTM, posted at $300k/yr (the posting reads "$300,000 per year OTE"). Zipline's openings sorted by pay.

How is sales comp structured at Zipline?

Field sellers earn base plus variable on a 50/50 split with monthly quotas, commercial leaders get starting cash with equity, and the Houston field seats start as contracts with a path to full-time employment.