Sales engineers typically earn between 2% and 10% commission, depending on the industry and deal size. The exact percentage depends on the complexity of the product and the profit margin it generates. Some companies also offer additional incentives or bonuses based on achieving key milestones, such as successful implementations or exceeding quota targets.
Sales Compensation Plans For Sales Engineers
- Sujeet Pillai
- Mar 04, 2025
- 4 min read
Introduction
Sales engineers are the bridge between technical expertise and sales success. They not only understand the intricacies of a product but also know how to convey its value to potential customers. Their compensation structure needs to reflect both their technical prowess and sales contributions. But how do you strike the right balance? In this blog, we’ll break down the key elements of a sales engineer compensation plan, including salary, commission, and incentives that drive performance.
What is a Sales Engineer?
A sales engineer is a professional who blends technical knowledge with sales acumen. Unlike traditional sales reps, they don’t just pitch products; they explain how the product works and why it’s the right solution for the customer. Sales engineers work closely with account executives, product teams, and customers to ensure smooth sales processes, especially for complex solutions like software, machinery, or high-tech equipment.
Sales Engineer Job Responsibilities
Sales engineers juggle multiple responsibilities that go beyond just selling. Their role includes:
1) Technical Consultation: Understanding customer needs and recommending solutions.
2) Product Demonstrations: Showcasing product capabilities through live demos.
3) Proposal Development: Creating customized solutions that align with client requirements.
4) Collaboration with Sales Teams: Working alongside account executives to close deals.
5) Customer Support & Training: Ensuring clients can effectively use the product post-sale.
6) Market Analysis: Gathering insights on industry trends and competitor offerings.
Designing an effective sales engineer compensation plan is about more than just numbers—it’s about recognizing the unique blend of technical expertise and sales contributions.
A well-balanced sales engineer commission structure ensures they stay motivated, drive revenue, and continue bridging the gap between products and customers in a way that benefits both the business and its clients.
How to Create a Commission Plan for Sales Engineers
A sales engineer compensation plan should motivate and fairly reward their efforts. Here’s how to design an effective plan:
Define the Base Salary and Variable Pay Mix
Sales engineers typically receive a mix of base salary and commission. A common split is 70% base salary and 30% sales engineer commission rate, but this can vary based on the industry and company. Some companies may opt for a 60/40 split for roles with a stronger sales focus, while highly technical roles may have a 75/25 split.
Choose the Right Commission Structure
Flat Commission: A fixed sales engineer commission rate on each deal closed.
Tiered Commission: Higher commission rates for exceeding sales targets.
Bonus-Based Structure: Bonuses for achieving certain milestones, such as customer retention or upselling.
Profit-Based Commission: A percentage of the revenue or profit from each sale.
Split Commission: Sharing commissions with account executives to promote teamwork.
Milestone-Based Incentives: Rewards for completing critical steps in the sales process, such as conducting demos or securing pilot projects.
Set a Realistic Sales Engineer Commission Percentage
The sales engineer commission percentage typically ranges from 2% to 10%, depending on the complexity and margin of the product being sold. High-ticket or enterprise solutions often have lower percentages but higher payouts.
For example:
- SaaS and software sales engineers: 2%–5% commission
- Industrial and equipment sales engineers: 4%–7% commission
- Enterprise solution sales engineers: 5%–10% commission
Additionally, companies may offer higher commission rates for securing long-term contracts or high-value customers.
Incentivize Teamwork and Collaboration
Since sales engineers often work in tandem with account executives, consider a split commission structure where both parties receive a percentage of the deal value. This approach ensures that both sales and technical efforts are adequately rewarded.
Reward Technical Contributions
Not all of a sales engineer’s work leads directly to a sale, but their technical expertise is crucial. Compensation plans should include:
-Bonuses for pre-sales support.
-Incentives for customer training or product adoption.
-Recognition-based rewards for innovation and process improvements.
-SPIFs (Sales Performance Incentive Funds) for strategic initiatives like creating custom demos or assisting with RFP responses.
Align Compensation with Business Goals
A well-structured sales engineer compensation plan should drive business growth by ensuring alignment with key business objectives. Companies should integrate performance metrics such as customer retention rates, which highlight the impact of sales engineers on long-term client relationships. Time-to-close for deals should also be considered, rewarding efficiency in converting prospects into customers. Product adoption rates can be used as a measure of how effectively sales engineers enable customers to utilize the product. Lastly, contributions to upsell and cross-sell opportunities should be incentivized, encouraging sales engineers to maximize revenue from existing clients.
What is the Average Sales Engineer Compensation?
Sales engineer salaries vary by industry, location, and experience. On average, base salaries range from $80,000 to $120,000 per year, while total compensation, including commissions and bonuses, falls between $100,000 and $180,000 per year. Top earners in enterprise or high-tech sales can make over $200,000 per year. These figures fluctuate based on industry demand, with tech and SaaS companies offering some of the highest pay structures due to the complexity of their products.
Conclusion
A well-structured sales engineer compensation plan ensures that technical expertise and sales contributions are both rewarded. By balancing base salary, sales engineer commission structure, and performance incentives, companies can motivate sales engineers to drive revenue while maintaining product credibility. As businesses evolve, so should their compensation models—ensuring that sales engineers remain motivated, engaged, and aligned with company goals.
Frequently Asked Questions
How much commission do sales engineers make?
Do sales engineers make more than sales reps?
Sales engineers usually have a higher base salary, but sales reps often earn more in commissions, especially in high-volume sales environments. However, in highly technical industries, sales engineers can out-earn sales reps due to their specialized knowledge, additional bonuses, and profit-sharing opportunities.
What is the best compensation model for sales engineers?
A 70/30 split (70% base salary, 30% commission) is common, but some companies prefer a 60/40 model for more performance-driven roles. The ideal structure depends on the nature of the product being sold and the level of technical involvement required. A hybrid approach with performance bonuses and milestone-based incentives can also be effective.
Should sales engineers have quotas?
Yes, but quotas should reflect both sales contributions and technical responsibilities, ensuring fairness in evaluations. Many companies set hybrid quotas, which account for both revenue generation and technical activities such as successful implementations, customer satisfaction scores, and internal training initiatives.
How can companies improve sales engineer compensation plans?
Regularly reviewing commission structures, offering competitive bonuses, and recognizing technical contributions beyond sales numbers can enhance motivation. Providing incentives for knowledge-sharing, internal training, and innovation ensures a well-rounded approach to compensation. Aligning compensation with business goals and employee motivation is key to success.
