Industry, company size, role design, and performance expectations all influence sales salary levels. What a sales role looks like in a growing SME can be quite different from the same title in a larger organisation, and remuneration reflects that.
Role content also plays a part. A business development manager focused on new business will sit differently in the market from a key account or relationship-led role, even where job titles sound similar. Based on what we’re seeing in the New Zealand market in 2026, here’s an overview of typical salary ranges across common sales positions.
Entry-level and inside sales roles
Roles such as Telesales Representatives, Inside Sales, Sales Support, and Junior Sales Representatives typically sit at the entry end of the sales market. Base salaries generally range from $55,000 – $70,000, with some roles offering modest commission or incentive payments.
These positions often focus on inbound enquiries, outbound calling, lead qualification, or supporting senior sales staff. Formal qualifications are rarely required, with employers placing more emphasis on communication skills, confidence, and attitude. Larger organisations or highly structured sales environments may pay slightly more, while smaller businesses often sit towards the lower end of the range.
Sales Representatives and territory-based roles
Sales Representatives managing defined territories or product portfolios usually earn base salaries between $65,000 – $85,000. Total earnings, including commission, commonly sit in the $80,000 – $110,000 range.
These roles often combine new business activity with ongoing account management. Industry plays a key role in remuneration, with B2B, technical, construction, and manufacturing sales typically paying more than FMCG or retail-aligned roles. Tools of trade, such as vehicles, phones, and laptops, are standard and form part of the overall package.
Account Managers and relationship-focused roles
For Account Managers and Client Relationship Managers, where the emphasis is on managing and growing existing customers, base salaries typically fall between $75,000 – $100,000. Total earnings are commonly in the $90,000 – $125,000 range.
These roles tend to offer more stable income than pure new business positions, reflecting established client bases and longer-term relationships. Employers often place a premium on commercial awareness, customer retention, and the ability to identify growth opportunities within existing accounts.
Business Development Managers
Business Development Managers, particularly those focused on new business acquisition, sit at the upper end of the SME sales market. Base salaries are commonly in the $90,000 – $120,000 range, with total earnings typically between $110,000 – $180,000.
Packages vary significantly depending on industry, deal size, and sales cycle length. While strong performers can exceed these ranges, most employers are focused on setting achievable targets supported by realistic pipelines and internal resources. Clear role definition and well-structured commission plans are increasingly important in attracting experienced BDMs.
What influences sales salary levels?
A number of factors affect where a sales role sits in the market:
- Role focus: New business roles usually attract higher earning potential than account management roles.
- Industry and complexity: Technical products or longer sales cycles generally command higher salaries.
- Commission structure: Clear, achievable incentive plans influence both base pay and overall package design.
- Experience and track record: Proven performance and industry knowledge attract a premium.
- Territory size and scope: Broader or national territories often pay more.
- Location: Auckland-based roles typically pay more than regional positions, though flexible and hybrid arrangements are becoming more common.
Trends in 2026
Across the sales market, base salary movement has been relatively modest so far this year. Many employers are focused on refining commission structures and improving sales support rather than increasing fixed pay. Sales professionals are paying closer attention to role clarity, onboarding, and internal systems, particularly where success depends on collaboration across marketing, operations, and leadership.
The takeaway
Sales remuneration is highly role-specific, and there is no single “market rate” that applies across all sales positions. Employers who want to attract and retain capable sales professionals need to balance fair base salaries with achievable incentives, clear expectations, and the tools required to perform well.
These figures are based on our experience working with New Zealand employers and sales professionals, supported by current advertised roles and national salary guides.
If you’d like tailored advice on setting salary bands, reviewing commission structures, or benchmarking a specific sales role, please get in touch. We’re here to help.