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Job outlook for commercial sales specialists in the United States
Are commercial sales specialist jobs in demand?
Commercial sales specialist job and salary trends over time
Commercial sales specialist jobs over time
Commercial sales specialist job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 1,332 | 0.00% |
| 2020 | 1,370 | 0.00% |
| 2019 | 1,441 | 0.00% |
| 2018 | 1,447 | 0.00% |
| 2017 | 1,491 | 0.00% |
Average commercial sales specialist salary over time
Commercial sales specialist salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $73,492 | $35.33 | +3.6% |
| 2024 | $70,958 | $34.11 | +2.4% |
| 2023 | $69,277 | $33.31 | +2.7% |
| 2022 | $67,453 | $32.43 | --0.3% |
| 2021 | $67,655 | $32.53 | +2.5% |
Commercial sales specialist jobs by state
Most common states for commercial sales specialists
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 391 | 56% |
| 2 | Massachusetts | 6,859,819 | 3,061 | 45% |
| 3 | Rhode Island | 1,059,639 | 463 | 44% |
| 4 | Delaware | 961,939 | 383 | 40% |
| 5 | Vermont | 623,657 | 249 | 40% |
| 6 | Oregon | 4,142,776 | 1,564 | 38% |
| 7 | Utah | 3,101,833 | 1,166 | 38% |
| 8 | New Hampshire | 1,342,795 | 512 | 38% |
| 9 | Montana | 1,050,493 | 401 | 38% |
| 10 | Pennsylvania | 12,805,537 | 4,548 | 36% |
| 11 | New Jersey | 9,005,644 | 3,211 | 36% |
| 12 | Connecticut | 3,588,184 | 1,238 | 35% |
| 13 | Iowa | 3,145,711 | 1,108 | 35% |
| 14 | Minnesota | 5,576,606 | 1,910 | 34% |
| 15 | Nebraska | 1,920,076 | 658 | 34% |
| 16 | North Carolina | 10,273,419 | 3,401 | 33% |
| 17 | Ohio | 11,658,609 | 3,705 | 32% |
| 18 | Maryland | 6,052,177 | 1,910 | 32% |
| 19 | Virginia | 8,470,020 | 2,643 | 31% |
| 20 | Idaho | 1,716,943 | 532 | 31% |
Most common cities for commercial sales specialists
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Maryland Heights | 1 | 4% | $60,245 |
| 2 | Marietta | 2 | 3% | $56,606 |
| 3 | Bridgeport | 1 | 1% | $82,448 |
| 4 | Centennial | 1 | 1% | $64,803 |
| 5 | Deerfield Beach | 1 | 1% | $59,795 |
| 6 | Fort Lauderdale | 1 | 1% | $59,592 |
| 7 | Miramar | 1 | 1% | $59,399 |
| 8 | Atlanta | 2 | 0% | $56,490 |
| 9 | Miami | 2 | 0% | $59,094 |
| 10 | Anaheim | 1 | 0% | $81,649 |
| 11 | Boston | 1 | 0% | $86,248 |
| 12 | Charlotte | 1 | 0% | $78,485 |
| 13 | Chicago | 1 | 0% | $67,691 |
| 14 | Cleveland | 1 | 0% | $73,593 |
| 15 | Fort Worth | 1 | 0% | $75,593 |
| 16 | Houston | 1 | 0% | $75,973 |
| 17 | Los Angeles | 1 | 0% | $82,626 |
| 18 | Orlando | 1 | 0% | $61,274 |
Commercial Sales Specialist job outlook: Expert opinions
Our panel of commercial sales specialist experts
University of Maryland - College Park
Florida International University
Montclair State University
Denison University
Thomas More University
What Commercial Sales Specialist skills would you recommend for someone trying to advance their career?
Hank Boyd: With the looming prospects of AI, soft skills will reign supreme in sales. While at
first blush it might seem counterintuitive in that product knowledge used to be cardinal
skill, today's salesforce relies heavily on networking. Numerous academic papers lend
credence to this idea. Great people skills often trump wonkish knowledge about the
product line.
As we wade further into the 21st Century, environmental scanning (or better yet
the innate ability to read prospects) will remain pivotal. Exceptional salespeople
instinctively scan a prospective client's office noticing all the trappings. They are trying to find something they can comment upon, by doing so they can establish common
ground. Once a connection is forged, salespeople move out of the box of being pesky
interlopers into becoming valued associates.
Lastly, if you decide to embark on a career in sales never forget the tried-and-
true axiom of ABC - always be closing. This phrase means having the gumption to ask
for the business. While sales recruits might have congenial and bubbly personalities, if
they cannot look the prospect in the eye and ask for the business, they ought to find
another profession.
What's a day at work look like for a Commercial Sales Specialist?
John Tobon: In the near term the work day will look a lot like online learning. Everything, starting with onboarding of employees has transitioned online. Newly hired employees may not meet their supervisors and co-workers in person for several months, if ever. There will be more real time online collaboration and greater need for proficiency in the use of communication software. Graduates may not necessarily live in the city where their employer is located, this will provide greater freedom to employees but it will also increase the level of competition for some positions. In the long term, workplace will look different. As a cost savings measure, companies will maximize the amount of offsite work that can be performed by implementing hybrid models that incorporate maximum telework arrangements.
How have salaries changed over time for Commercial Sales Specialists?
Jeffrey Gonzalez: My field is academia, and salaries have stayed fairly consistent if you get a tenure-line job. I'm part of a collective bargaining unit, which means I have a much better chance at a decent wage and decent benefits. Adjuncts do the bulk of teaching at American universities, and they don't have nearly the benefits or pay that professors get. English primary and secondary school teachers's pay has also remained consistent or declined, and teachers, like most public-college professors, have to rely on negotiations with the state for raises. We train a lot of teachers, and luckily, none of them is in it for the money.
For the students we have who go into the information or knowledge sector, they start underemployed and move up, as I said. The most recent research I've seen (and again, I'm not an economist) said that Humanities majors eventually make as much as business or more career-specific majors (public relations, etc.).
What will help Commercial Sales Specialists increase their earning potential?
Ashley Strausser: Graduates need to do their research, know their worth and negotiate their job offer. It amazes me how many students accept the salary offered to them without considering negotiation. Graduates should do their due diligence using sites such as Glassdoor and Salary.com to compare their salary offer to similar roles in the same region. If you are going to negotiate, you must be able to make a strong case as to why you are deserving of more money. This cannot be based on what you feel you deserve, but rather the skills you possess, relevant experiences you've had and the tangible results you've achieved that will enable you to be successful in the role. Evaluate the job description to determine if you possess some, or perhaps many, of the desired qualifications beyond the minimum qualifications listed. If so, use those as part of your negotiation. If not, consider how you might be able to develop those desired qualifications to make you a stronger candidate.
Competitive candidates should have a strong, well-rounded skill set. Being able to articulate your skills and experiences (academic, co-curricular, internships, research, study abroad, etc.) both on your resume and in an interview is critical. Know the skills necessary to be effective in the roles you seek. If you are lacking skills essential to your desired roles or industries, consider completing online courses or certifications through LinkedIn Learning or Coursera. Take advantage of skill-building resources and programs available through your university. Finally, research and prepare well for your interviews. This includes conducting mock interviews with staff in your career center to practice and gain valuable feedback on ways to improve your interviewing skills.
Dr. John D. (Jack) Rudnick
ProfessorThomas More University
Department of Business Administration and Accountancy
How have salaries changed over time for Commercial Sales Specialists?
Dr. John D. (Jack) Rudnick: The consolidation of health systems into larger entities throughout the continuum and the infusion of private equity into healthcare have prompted meteoric rises in base salaries and bonuses for many executives. Reimbursement specialists and strategy consultants have also benefited from salary increases over the past 40 years. Salaries have shifted to more of an incentive-based model with a foundational base salary aligned with bonuses linked to pre-established metrics aimed at revenue-growth and expense reduction to optimize a health organization's return-on-investment (ROI).