Top 7 Platforms to Find Commission-Only Sales Reps Online
Sometimes, finding commission-only sales reps feels a bit like hunting for unicorns. The rewards are high. These sales pros are motivated, hungry, and often the difference between a business crawling and sprinting. But let’s be honest: sifting through platforms to find the best reps can chew up hours if you don’t know where to look. I’ve been in the trenches, recruiting commission-only salespeople for tech startups and agency clients. Making my fair share of mistakes and breakthroughs. Let’s cut through the fluff and get down to what really works.
The Top Platforms: UK and Beyond
The digital playground for commission-only sales hiring has expanded like crazy lately, with a handful of sites genuinely standing out from the pack.
- AgentBase | UK-focused, established, and reliable: If your business is UK-based, AgentBase is a goldmine. I remember posting a new SaaS role here and getting half a dozen quality calls within a week. No wasted time with tire-kickers.
- CommissionCrowd | Global reach, intuitive interface: CommissionCrowd casts a wide international net. It’s well-known for a robust vetting process, making it easier to steer past copy-paste applicants.
- RepHunter | Global, depth over breadth: RepHunter serves up smaller pools, but you’ll find true rainmakers here. People who know the freelance game inside out.
- SalesGravy | Niche, commission-first roles: Especially good for US and UK applicants, SalesGravy’s user base gravitates toward pure commission jobs and brings plenty of hustle.
- SalesTrax | Emerging powerhouse: Geared for modern B2B sales, this one’s picking up steam in 2025, especially in business development.
- Indeed & LinkedIn | Oldies but goodies: If you craft your listings right (more on that soon), both platforms still turn up serious commission-only talent. Especially when you use advanced filters and proactive messaging.
- Niche Job Boards & Directories | Specialized results: Boards like ARTHA or even r/sales on Reddit can fill those extra-hard-to-hire roles when traditional channels draw blanks.
Some of these platforms are fiercely competitive, with thousands of live job boards at any given week. But the trick isn’t just where you post, it’s how.
How to Write Job Ads That Attract Winners
Here’s a lesson I learned the hard way: your job ad is your first filter. If you’re vague, you’ll drown in irrelevant CVs. Keep it sharp, honest, and detailed.
My go-to template includes:
– Explicitly state “Commission-Only”. Avoid any confusion
– What product/service is being sold? People want specifics
– Clear commission structure (percentages, tiers, recurring deals)
– Realistic earning estimates (min and top performers)
– Required experience and must-have character traits (tenacity, self-motivation)
– Details on prospecting vs. inbound leads
– Perks or support provided (sales enablement, warm leads, bonuses)
– A “day in the life” snippet
Employers who’ve nailed this approach rarely get the churn-and-burn applicants. Do a bit of storytelling. Say why someone might love hustling for your brand.
Filtering for Top-Notch Candidates
Don’t just settle for “good-on-paper.” Over the years, I’ve built a simple system to spot high flyers fast:
- Look for documented proof of success. Think sales metrics, testimonials, or reference calls
- Prioritize those comfortable taking risks; resilience in rejection is mandatory
- Bring conversion rates, NPS, and customer retention into your interviews
- Favor folks showing upskilling actions (courses, certifications, sales podcasts, networking)
- Gut-check their hunger: do they ask smart questions about your market and targets?
One account exec I hired tripled our mid-sized agency’s revenue in nine months. Her secret? A relentless focus on customer outcomes and learning from lost deals. Far more telling than a polished CV.
LinkedIn: Power Moves That Work in 2025
LinkedIn isn’t just a job board. It’s a proactive recruiter’s playground. This year, smart teams use a couple of simple tactics:
- Targeted outreach: Use Boolean search strings with keywords like “commission only,” “self-employed sales,” or niche verticals (SaaS, retail, consulting).
- Engage in relevant groups: Join and post in sales communities. Leave thoughtful comments. You’d be shocked how much rapport this builds.
- Referrals and warm intros: Direct intros from shared contacts or former coworkers go a long way. People are more open when they know you’ve done your homework.
- Content-driven recruiting: Share case studies, success stories, or “a day in the life” content from current reps. This pulls back the curtain and attracts top talent who see themselves succeeding.
I’ve landed more than a couple killers by reaching out after seeing their content. Acknowledging the nuance of their approach, not just “spamming” with job offers.
Red Flags to Watch Out For
Not every applicant is who they say they are. Trust me, a little skepticism is healthy. Here’s what always makes me pause:
- Exaggerated past results without proof or references to back it up
- Lack of familiarity with KPIs, or unable to discuss previous metrics confidently
- Vague answers on accountability or reasons for previous job moves
- Reps who avoid discussing challenges faced or learned-from failures
- Weak or generic references
As a hiring manager recently told me, “Great sales reps own their misses as much as their wins. If the answers sound too good or too vague, that’s your cue to dig deeper.”
“Our top commission-only closer said up front, ‘I missed quota my first quarter. But I treated failure as my best mentor.’ That level of candor stands out.”
My Closing Thoughts
Finding commission-only sales reps isn’t a numbers game. It’s about stacking the odds in your favor through smart platforms, clear ads, and ruthless filtering. Don’t chase unicorns. Set the table for them to find you.
If you’ve struggled before, try just one or two tweaks: clarify your commission details in the next ad, or send five targeted LinkedIn messages this week. Sometimes the best reps are closer than you think. All it takes is a sharper approach.
Ready to find your next top performer? Drop your toughest sales hiring questions or stories in the comments. I’d love to swap lessons and help you nail your next hire.
Frequently Asked Questions
What’s the average industry commission rate for sales reps in 2025?
Industry research highlights that the majority of commission-only roles in 2025 offer rates between 10% and 30%, depending on product value, sales cycle length, and industry standards. SaaS and high-ticket B2B often skew higher; retail or mass-market might be slightly lower.
How long does it typically take to find a quality commission-only sales rep online?
With active outreach and targeted job boards, most employers report finding solid candidates within 2 to 4 weeks. Factors like niche market, commission competitiveness, and urgency can accelerate or slow down timelines.
What interview questions help assess if someone’s genuinely suited to commission-only work?
Proven questions revolve around their response to past rejection, how they structure their own working day, and detailed discussion of previous sales achievements. Including what they’d do differently. Asking for specifics, not broad claims, is crucial.
Are commission-only sales reps appropriate for startups or early-stage businesses?
Absolutely, provided your compensation is attractive and you can offer enough support and enablement. Startups benefit from agile sellers hungry for upside. But transparency about early-stage risks sets the right expectations up front.
How do I ensure my commission-only sales hires are legally compliant in the UK?
Always clarify contract terms, commission structures, and statutory rights under UK employment law. If unsure, consulting an employment lawyer or HR expert is a wise step. Especially as regulations or sector guidelines shift.
Ready to up your hiring game or still unsure where to start? Your journey to building a sales dream-team starts with the next honest conversation. Let’s chat below.
