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| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 784 | 0.00% |
| 2020 | 807 | 0.00% |
| 2019 | 848 | 0.00% |
| 2018 | 852 | 0.00% |
| 2017 | 878 | 0.00% |
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $124,916 | $60.06 | +3.6% |
| 2024 | $120,609 | $57.99 | +2.4% |
| 2023 | $117,751 | $56.61 | +2.7% |
| 2022 | $114,652 | $55.12 | --0.3% |
| 2021 | $114,994 | $55.29 | +2.5% |
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | South Dakota | 869,666 | 126 | 14% |
| 2 | Massachusetts | 6,859,819 | 882 | 13% |
| 3 | District of Columbia | 693,972 | 87 | 13% |
| 4 | North Carolina | 10,273,419 | 1,205 | 12% |
| 5 | Virginia | 8,470,020 | 1,035 | 12% |
| 6 | South Carolina | 5,024,369 | 622 | 12% |
| 7 | Montana | 1,050,493 | 131 | 12% |
| 8 | Rhode Island | 1,059,639 | 125 | 12% |
| 9 | Alaska | 739,795 | 89 | 12% |
| 10 | Vermont | 623,657 | 75 | 12% |
| 11 | Tennessee | 6,715,984 | 763 | 11% |
| 12 | Wisconsin | 5,795,483 | 639 | 11% |
| 13 | Minnesota | 5,576,606 | 638 | 11% |
| 14 | Kansas | 2,913,123 | 319 | 11% |
| 15 | New Hampshire | 1,342,795 | 146 | 11% |
| 16 | Delaware | 961,939 | 109 | 11% |
| 17 | Indiana | 6,666,818 | 665 | 10% |
| 18 | Oregon | 4,142,776 | 394 | 10% |
| 19 | Utah | 3,101,833 | 325 | 10% |
| 20 | Mississippi | 2,984,100 | 295 | 10% |
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Little Rock | 1 | 1% | $122,871 |
| 2 | Charlotte | 1 | 0% | $115,040 |
| 3 | Orlando | 1 | 0% | $92,845 |
University of Southern Mississippi
Kevin Buckley: The biggest factor in earning potential is performance - salespeople get paid based on their ability to hit and exceed quotas through revenue generation. With a sales career, you have a lot of control over earnings. My advice is to be metrics-driven and have a plan to intentionally grow your sales skills through training, mentors, and personal development. Build a reputation for consistent over-achievement. It's also important to do research and understand typical compensation benchmarks. Some may offer higher base pay, while others offer more earnings leverage through aggressive commission/bonus structures.