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National · United States · USD

25th percentile

181,000

USD / year

Applied: National · United States

Employees in this section often have a lower level of experience or skills and are still growing into their role. This role may also be at a small to medium-sized business.

Median · 50th percentile

228,000

USD / year

Applied: National · United States

Employees in this section typically demonstrate the required level of experience plus many skills that are deemed an asset. This role is likely at a medium-sized business.

75th percentile

285,000

USD / year

Applied: National · United States

Employees in this section typically demonstrate a higher-level of expertise and/or enhanced qualifications. They should also have a proven track record and cultural fit. This role is likely at a larger business.

National benchmark. Select a state or province to view a regional estimate.

How regional estimates work

Regional results apply a location percentage to the national benchmarks and round the figures. The same location adjustment is used across roles in that region. These are estimates, not separate local salary surveys. US results are shown in USD and Canadian results in CAD.

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Vice President of Sales Salary in the US

Factors That Affect an Vice President of Sales Salary

Vice President of Sales compensation can vary based on company size, revenue responsibility, geographic scope, industry experience, customer portfolio, leadership responsibilities, and overall commercial strategy. Employers may need to adjust compensation when the role includes national or global sales leadership, strategic account management, new market expansion, channel development, mergers and acquisitions support, or enterprise-wide commercial responsibility.

Vice President of Sales Job Description:

A Vice President of Sales is responsible for developing and executing the overall sales strategy within a manufacturing organization to drive revenue growth, expand market share, and strengthen long-term customer relationships. This executive leadership role helps companies achieve sustainable growth by leading sales operations, business development, strategic account management, and commercial initiatives while aligning sales objectives with overall business goals.

Vice Presidents of Sales work closely with Executive Leadership, Marketing, Operations, Supply Chain, Customer Service, Product Development, Finance, and key customers to drive commercial success. Their responsibilities may include leading national and regional sales teams, developing sales strategies, managing key accounts, negotiating major contracts, overseeing forecasting and pricing, identifying new market opportunities, and ensuring customer satisfaction.

Vice Presidents of Sales are expected to understand market dynamics, customer requirements, competitive positioning, and industry trends while building high-performing sales organizations. Strong candidates typically combine proven sales leadership, business development expertise, financial acumen, negotiation skills, and strategic planning abilities to increase revenue, improve profitability, strengthen customer partnerships, and support long-term business growth.

Common Responsibilities:

Developing and executing strategic sales plans that drive revenue growth, profitability, market expansion, and long-term business success.
Leading, coaching, and developing high-performing national and regional sales teams while fostering a culture of accountability, collaboration, and customer focus.
Driving new business development, expanding strategic accounts, and strengthening long-term relationships with customers, distributors, and channel partners.
Establishing sales forecasts, budgets, pricing strategies, and performance objectives to maximize revenue and profitability.
Identifying emerging market trends, competitive opportunities, customer needs, and industry developments to support strategic growth initiatives.
Collaborating with Marketing, Operations, Supply Chain, Product Development, Customer Service, and Finance to deliver customer-focused solutions and achieve business objectives.
Leading contract negotiations, commercial agreements, and key customer partnerships while ensuring favourable business outcomes.

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Plan Your Next Hire

Set a salary budget that fits the role

Use the published percentiles to establish a working budget, then choose a target that reflects the contribution you need. The median can anchor an initial discussion; broader responsibilities or more specialized requirements deserve a closer review before you settle on a range.

Confirm what the business can support across salary, incentives, and benefits. Agree on the flexibility available before interviewing, and give the hiring team a clear basis for discussing compensation.

Define the work behind the title

A strong benchmark starts with a well-defined role. Compare these details before applying the salary range:

Scope: Will the person lead a team, manage one facility, or oversee several locations?
Accountability: Which decisions, budgets, projects, customers, or operational results will they own?
Capability: Which skills and qualifications are essential from day one, and which can be developed?
Working arrangements: What schedule, travel, on-site presence, and on-call availability are required?

Match the responsibilities to the appropriate country and industry. If the role combines several functions, seek a more specific assessment rather than relying on the closest title alone.

Build an offer around four essentials

TQR’s salary guides encourage employers to consider compensation, benefits, culture, and opportunity together. Make each part of the offer clear enough for a candidate to evaluate.

Compensation

Separate guaranteed pay from potential incentives. Explain targets, eligibility, payment timing, and how future compensation reviews are handled.

Benefits

Outline health coverage, retirement contributions, paid time off, and other relevant benefits. Explain employee costs, eligibility, and waiting periods.

Culture

Describe the working environment, leadership expectations, communication, and available support. Give candidates a practical understanding of safety, well-being, and day-to-day working conditions.

Opportunity

Show how the person can develop through training, expanded responsibilities, or progression. Be specific about what exists today and what remains a future possibility.

Plan the search before you begin

Align the hiring manager and decision-makers on the role, budget, and essential selection criteria. Set interview stages that answer distinct questions, agree on how candidates will be evaluated, and identify who can approve an offer.

Discuss compensation expectations early. Keep candidates informed as the search progresses, and make sure everyone involved can explain the role and the complete package consistently.

Hiring questions answered

What if the exact job title is not listed?

Compare responsibilities, seniority, and required skills. For a specialized or unusually broad position, discuss the scope with TQR before adopting another role’s benchmark.

What if a candidate requests more than the range?

Review the role’s scope, the candidate’s relevant experience, and the full package. Revisit your budget and internal comparisons before deciding whether the request is appropriate for this hire.

How should I budget for bonuses or commissions?

Build a separate view of guaranteed pay and potential variable compensation. Document the targets and payment conditions. Confirm how each pay component is defined before comparing packages.

How should I compare an offer with my existing team?

Consider employees with comparable responsibilities, relevant skills, and experience. Review any differences in scope and the overall package before setting the offer. Use the external benchmark as one input to that discussion.

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